Space for network members to start discussions, share ideas and resources, and/or raise questions.
Some time ago I read an article by Robert Witherspoon where he outline 4 roles in executive coaching that I've found useful over the years, they include: Coaching for Skills, Coaching for High-Performance, Coaching for Development and Coaching for an Executive's Agenda. For those interested, he later wrote a chapter, "STARTING SMART: Clarifying Coaching Goals and Roles" in the edited book by M. Goldsmith et al. entitled Coaching for Leadership.
A topic that comes up often in my work with executives is their desire to raise the performance of their employees and organizations through coaching, a few years back I decided to write an article to captures what I've learned about this form of coaching with my executive clients: High-Impact Performance Coaching Applying the four-Cs framework to define, monitor and generate results!
I'd be interested in hearing from others: (1) your reactions to the ideas in the piece and (2) what other things you have found useful in supporting clients in the area of performance coaching.
I've attached the article here with the permission of Choice Magazine, www.choice-online.com