Otherwise, we're both wasting our time. As soon as The Coach left for the day, the manager called a headhunter and started looking for a new job. That means all conversations, all counseling, are private and inviolate. Your boss should be able to evaluate your progress based on external results, not on a report card from your coach. If you can't get complete confidentiality, ask for permission to review The Coach 's reports on your progress.
Personality profiles are especially dangerous.
They're often used to assess a manager's promotability, when really they're just a one-time snapshot. Otazo won't work with a company unless the manager has the right to review and edit, within reason, her written assessments. Insist on measurable goals. To ensure that your work with a coach doesn't become an exercise in out-coaching, tie everything to a business benefit. Karen Otazo, formerly a human resources executive at Arco , warns that you're flirting with disaster if you don't prepare your organization before you bring in a coach.