Performance coaching is provided to those individuals whose performance does not meet expectations or requirements. These individuals usually have key functional, technical or industry expertise that the organization does not want to lose. In these cases, it is worth the investment to provide performance coaching.

Performance coaching is successful in enhancing performance for these reasons:

• It communicates to the individual that the issues are serious.
• It communicates to the individual that he orshe is a valued member of the organization and that the organization is willing to support him or her in overcoming these challenges.
• Coaching provides strategies, advice and reinforcement for the behavioral changes the individual will make.
• The individual also understands how to capitalize on their strengths for increased effectiveness.

The process generally begins with the Leadership Effectiveness Assessment and is supplemented by Structured Interviewing when appropriate. The assessment process provides hard data for the individual to accept that the issues are real. Using the Role Expectations provides an opportunity to facilitate a discussion between an individual and his or her boss about what the job requirements are and where the gaps are in each person's view.

Meetings with the executive's boss are held as necessary.