The Sponsor's Role in Executive Coaching
The sponsor helps turn coaching goals into changes the leader can practise at work. In my survey, 59% wanted regular sponsor check-ins to make outcomes more measurable. This part covers what sponsors do before, during and after coaching — with three check-in questions and three ready-to-use tools.
Before: agree the mandate: Bring the leader, sponsor and coach together, with HR involved where appropriate. Explain why coaching is being offered. Agree two or three goals, what progress should look like and how it will be reviewed.
During: make practice possible: Schedule a short monthly check-in. Create opportunities to practise through a stakeholder meeting, delegation decision or cross-functional assignment. Give specific feedback on what you observed and recognise progress.
After: sustain the change: Review the agreed outcomes using stakeholder feedback and relevant business indicators. Identify which behaviours need continued reinforcement and who will support them after coaching ends.
Protect the leader’s trust
Discuss agreed goals, observable actions and support needs. Keep private coaching conversations confidential. Set information-sharing boundaries at the outset.
Three useful check-in questions
Where have you applied a different approach since we last spoke?
What change have I or other stakeholders noticed?
What support or opportunity would help you practise next?
