The coaching process starts with an intensive positioning interview whose aim is to work out the current status and to define clear goals for the subsequent coaching process. The positioning procedure is frequently supported by the use of psychometrics and management diagnostic tools. Minutes of the interview as well as the diagnostic results are given only to the respective executive in order to jointly review the conclusions that have been made and, where appropriate, to articulate them more precisely. Subsequent coaching sessions, whose primary objective is to work on attaining the defined goals, will take place at three-week-intervals. An update of the initial objectives can be decided on at any moment. Given its high degree of individualization, coaching constitutes one of the most efficient development measures for executives from a time investment point of view.