Commitment and accountability are critical. If the executive isn't committed to the process, he or she will miss sessions, won't follow through on trying new behaviors and will waste the organization's time and money. Match the coach to the executive. Because trust is at the heart of a good coaching relationship, personalities have to fit. Don't match an ambitious, results-minded executive with an academic type, for example.
Gender can play an important role.
Her boss knew a female coach had a much better chance of being heard. When interviewing coaches, ask questions about their philosophy, work experience and credentials. Check their references. As you describe your culture, probe for how they would tailor their approach to fit. At the executive level, the political realities must be clearly understood by the coach.