Helping HR Managers, CEOs, and Business Owners Invest In Their People

Our Ideal Clients

The people who seek us out fall into one of three categories.

  • HR managers, OD managers, talent managers who are looking to bring coaching into their organization
  • CEOs and other senior executives who don’t have the time to give individualized attention to their leaders
  • Business owners who want to improve their corporate culture and grow their sales

Your People Are Your Greatest Asset

Our clients tend to have strong beliefs about people and business.

  • People are valuable – Our clients recognize that their greatest asset walks out the building and goes home at the end of the day. They know and understand that the success of their business heavily relies on the performance of their most intelligent and resourceful leaders and high potentials.
  • People are resourceful – Our clients recognize that telling their people what to do will only get them so far. Instead, they want to build a system of accountability and support that empowers their people to leverage their strengths, grow beyond their comfort zone, and seize opportunities to wow the leaders of their company.
  • Happy people are more productive – Our clients recognize that a healthy employee is a productive employee. As a result, they are willing to invest in independent, 3rd party, executive and leadership coaches to enable their leaders to set their own goals, have a sounding board to discuss strategic initiatives, and address personal issues like work-life balance or health and wellness matters.

The Most Common Coaching Assignments

In our years of experience, we have matched all sorts of clients with coaches. We’ve helped everyone from senior executives of 1000+ employee companies to single moms whose side-hustle has exploded into a legitimate business with a dozen employees.

Here are the most common coaching assignments that we see.

The Technical Expert Turned Manager

Technical experts often get promoted into management roles because of their technical proficiency. They know the business, they know the ins and outs of the product or service their department delivers, but that doesn’t mean they can manage people. The skills of a technical expert are different from the skills of a highly proficient manager and that’s where a coach comes in.

In such cases, the executive coach is tasked with helping the expert-turned-manager understand their leadership style, develop strategies for growing a strong team, and measuring the outcomes over time.

The Ex-Pat Executive

Companies with offices in multiple countries will sometimes need to move executives from one office to another. In those cases, the executive may be dealing with a new role as well as people with different languages, cultures, and traditions. The executive may be temporarily away from their families which adds to the stress.

Many executive coaches specialize in working with ex-pats because they were formerly ex-pats and can relate to the challenges faced by someone working in a foreign country. Often, the focus of the coach is to support the client in the first 90-days of their new assignment and to make sure that the transition goes as smoothly as possible.

The High Potential

Companies that like to promote from within are constantly grooming their top junior managers and leaders. These young leaders are often called high potentials.

Coaches who work with high potentials often blend coaching with mentorship. Having senior management experience, the coach is able to guide the high potential in their career journey and help them spot opportunities for growth. Investing in high potentials can also help retain them for the long.

What Are Your Coaching Needs?

Need help finding coaches for your staff? Let Mainsail Executive Coaches help you find the right coaches for your business needs.