Today executive coaching has matured and for many has become an essential accessory to the executive’s suite of development options. Many organisations have formalised their executive coaching offerings and protocols, some with formalised coaching panels. A coach often conjures up an image of someone observing a top athlete with stop watch in hand; for others it may represent a reward or sign of value in the organisation or a retention tool and yet others may view it as a pathway to further success and upward mobility. You may ask, “who wouldn’t benefit from having someone alongside them who sits outside the company politic who’s only agenda is to help you succeed?” The answer is very few but coaching isn’t for everyone and motivation is a key determinant.

<a rel="attachment wp-att-700" href="https://www.deliberatepractice.com.au/engagement-strategy/engagement-or-experience/attachment/portrait_10/"><img class="alignleft size-full wp-image-700" title="Portrait_10_See" src="https://www.deliberatepractice.com.au/wp-content/uploads/2010/03/Portrait_10.jpg" alt="See" width="365" height="255" /></a><a rel="attachment wp-att-700" href="https://www.deliberatepractice.com.au/engagement-strategy/engagement-or-experience/attachment/portrait_10/"></a>In our last blog we discussed tips for selecting great sales people. Now we focus on development and the results from our research validated that there are some critical questions to ask yourself when defining the development strategy for your sales professionals...