Diane Tracy has worked with countless senior level executives in large corporations over the years. Her clients include companies such as MTV Networks, HBO, MetLife, Warner-Lambert, Mercedes Benz, and Kodak. She has written a book on coaching, Truth, Trust and the Bottom Line. As a former senior executive of a large company in New York City, she understands the leadership challenges executives face in today’s highly competitive business world. Her knowledge of management and leadership combined with her insights into people make her an ideal coach for the executive who wants to reach more of his or her leadership potential. The coaching Diane provides may fall into one or more of the following categories: Skill Development. An executive may need work on one or more of the competencies required for the job. The executive, for example, may be performing well but needs work on interpersonal or communication skills. Developmental. The executive may be an excellent performer who the company wants to move ahead faster. These are generally high-potential people who are meeting the requirements of the current job but who may not be quite ready for the next position. Remedial. The executive is having difficulty meeting the performance standards for the job and the company wants to give him or her every opportunity possible to do so. Executive’s Agenda. Sometimes executives have their own personal reasons for hiring a coach. They may be performing well but they know there are areas in which they are not reaching their full potential. New Leader. Research shows that more than 40% of newly hired senior executives fail in the first 18 months. Coaching enables them to more quickly adapt to the new culture, build strong relationships with superiors, and build a sense of team with peers and those they are leading. The coaching process is aimed at achieving the business goals and objectives the executive is charged with meeting. The process involves the executive as well as his or her superior, the executive’s internal human resources consultant, as well as the coach who keeps everyone in the communications loop. The idea is to provide as much internal support for the executive’s behavior change as possible. The foundation for the coaching is a thorough upfront assessment which includes an interview with a trained psychologist, personality assessments, and 360 degree interviews with those working closely with the executive. The assessment provides objectivity to the process and includes a developmental plan which serves as the focus for the coaching. Click here for a CHECKLIST FOR HIRING THE RIGHT COACH