Who should get an executive coach?
Executives and high-potential leaders who are facing new complexity, higher stakes, or significant change are strong candidates for executive coaching. Coaching is most effective for individuals who are open to feedback, motivated to grow, and positioned to influence the organization.
People who particularly benefit:
Newly promoted leaders (e.g., manager to director, director to VP, or founder to CEO).
Leaders driving major initiatives like restructuring, culture change, or rapid scaling.
High performers with specific derailing behaviors (e.g., poor delegation, conflict avoidance) who are willing to work on them.
Organizations often invest in coaching for:
Key successors in succession plans.
Critical roles where improved leadership would have outsized impact on performance and engagement.
Kindred Consulting Group:
Works with executives, founders, and senior leaders whose growth is tightly linked to the next level of organizational performance.
Through the Kindred Clarity Framework, candidates for coaching are identified based on both role importance and readiness to grow.
This content is for general informational and illustrative purposes only and does not constitute legal, financial, tax, or other professional advice. It is not intended to create, and receipt or review does not constitute, any client–professional relationship with Kindred Consulting Group or its representatives. You should not act or refrain from acting based on any information in this content without seeking advice from qualified professionals who are familiar with your specific circumstances. While efforts are made to keep information accurate and up to date, no guarantees are made regarding its completeness, reliability, or suitability, and any use of this information is solely at your own risk.
