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So often we earmark those we believe are ready for grooming as the successors to the executive roles in our organisations. We package plans on what we believe is needed to get them there....yet 70% of those selected for such roles confirm that the organisations ver rarely understand what they want and where they want to go. 65% go as far as claiming that they believe that the orgasnisations are "in this succession plan for themselves" and select coaching programs desired to meet organisational plans NOT their individual plans. Before you disagree, ask yourself - what percentage of those whom you had chosen as your successor - have left your organisation with 2-4 years of the program of them being groomed? Isn't it time you engaged a coach who truly understands the value of "matrix cohesion" in coaching where both - the employer and the employee benefit? Isn't it time you talked to us?