Setting Guidelines and Rules for Executive Coaching

Five principles should be presented and clarified at the start of the coaching process.

The ground rules should be established and clear with the executives and their company.

The executive coach must be clear about confidentiality, expectations, and commitment. He should assure the clients that all information shared will be kept confidential. He should also take care to align the company’s goals with coaching goals. Time and participation in coaching sessions should be well delineated.

Reporting relationships and who to contact, when, and for what must be clear to everyone.

Methods of gathering and using information must be approved by the company, the coach, and the executives. Key stakeholders and team members should be contacted.

In making judgments, setting objectives, and monitoring progress, the role of the coach is to assist the leader and key stakeholders to maintain objectivity. Without making value judgments, coaches should focus on one or two behaviors and facilitate sharing about progress.

Coaching parameters on how, why, and when coaching will be terminated should be set at the start before the first coaching session. It should include milestones for assessing progress and a date for completion, generally in 12 to 18 months.

The coach and executive should understand that the company is the actual client. This is critical to clarify at the outset. This makes it easier for everyone to accept the ground rules. Adherence to the ground rules should be maintained and not bent.

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