How coaching improves managerial performance

Monitor your consistently +/validating feedback from quality colleagues in high-integrity companies to know whether any adjustments tailored for the individual are necessary: "I've enjoyed working with you as your 'web partner'. You have such a wealth of knowledge about this audience." Alison. "Thank you for all your leadership & guidance." Danielle. "Thank you for mentoring us. We look forward to working with you in your new role." Katie & Jennifer. "It was such an asset for me (and for Key, too) to have you here. You were my mentor after all. I'd be honored to be a reference...I can't say enough great things about you. You are definitely missed around these parts.” -Kara.

In large, matrix public companies, you always have access to one another at different levels of experience to offer informal mentorship and guidance, in addition to your direct manager, who is well-qualified to earn such leadership spots in highly competitive organizations with many leaders. A place to thrive and be recognized for such talent. Read Buckingham on leading by strengths, not others' perceptions of blind spots or weaknesses. Everyone has something, and the achievements are gained through strengths, not attempting to bring someone down by over-focusing where it does not matter to how they thrive and achieve success in high-integrity companies.

Very true Sharad, especially the points about highlighting blindspots, raising the bar and role-modelling effective behaviour.