Asking a manager to provide feedback to shape the coaching focus – is it always necessary? Some clients would dispute and others would agree. What do you think?
We recommend managers come to a coaching session early in the coaching relationship and share their thoughts and perceptions about the person being coached. It can be something as simple as sharing what this person should start, stop and continue in their role as a leader in order to be successful in the organization. We state this as a best practice and we leave it to the person being coached to drive this to take place.
Regardless of whether this takes places, ultimately the manager has the ability to impact salary, promotion, and more and why not give the manager the opportunity for input into the coaching? After all, the organization is paying for it. What do you think?