Leadership development may no longer be the top reason for using coaching; rather, the improvement of performance and productivity is a widely cited purpose.

In organisations where influence of characteristics and culture impacts negatively, best practice puts the needs of the organisation, and its customers, first. The negative implications of poor performance are well understood, and leaders must take personal responsibility for kick‑starting career development needs previously delivered by their employer.

Effective executive coaching can provide support for those at the top who need objectivity and a confidential sounding board for ideas; this wonderful 1:1 helping activity therefore becomes an essential item in a leader’s toolkit.