Heidrick & Struggles: When—and when not—to invest in coaching

Effective leadership development often incorporates coaching as a potent component. Unfortunately, the majority of companies lack well-defined guidelines regarding its utilization.

Only 40% of executives are mostly or entirely satisfied with their company’s coaching offerings today, according to a recent survey by Heidrick & Struggles conducted of executives across functions. 

To enhance outcomes, Heidrick & Struggles outlines three factors to consider when determining where to allocate resources for coaching.

• When the leader’s development need is coachable
• When the leader is at a learning inflection point
• When the leader has a desire and capacity to be coached—and a track record of learning and changing \

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