Answer to Question 1
A good answer will include a discussion of the reactive (current job) and proactive (future job) approaches to needs analysis. It will also discuss the types of training that are likely for each (traditional for current job and job rotation, and special assignments for the future job).
Answer to Question 2
Executives are at the top of the organization so it is difficult for them to ask for or even know they need it. They are very busy and work long hours, seldom having the luxury of taking off time for development.
Coaching is particularly amenable to dealing with these problems. First, if it is standard procedure for all executives to have a coach at one time or another, suggesting an executive take one on is not threatening. Second, as an outsider, the coach is usually an expert in the field that deals with the credibility issue. Third, the personal coach can be scheduled in at any time, allowing the executive to still meet his/her busy schedule. It is one on one so it is directly focused on the needs of the particular executive.
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