The concept of ‘Sponsored’ Executive Coaching recognises that there is often a third party to the development of a senior executive, that is the employing organisation. In this situation it is the organisation that is funding the coaching contract but the employee that is the direct beneficiary of the investment in development. The employer obviously benefits by default, through the improved activities of the executive.  Improve your companies training programme with coaching - call us for immediate solutions! Within this arrangement it is imperative that open and frank discussions have taken place and that there is full commitment of all parties. For complete trust to exist it is also necessary for the Sponsor to acknowledge that full confidentiality between the Coach and the Executive Client is maintained and respected. There will be no direct feedback from the Coach to the Sponsor without the specific agreement of the Client Executive and preferably such feedback would come from the Client themselves. The Chairman and the Managing Director of a major multi-site regional fencing supplier were seeking performance improvement for the Board of Directors, to aid his company through a phase of rapid and significant growth. Top Executive Coach provided the qualified coach and through a formalised three-way process sponsored by the company, agreed objectives for each Board member. At points in the coaching relationship the client company is updated through a formalised review process, with the permission of and without compromising the confidentiality of the individual Board member.
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