Recently, I have had several clients come to me for coaching because their boss has told them to. This is often referred to as \u201cremedial\u201d coaching because it may be the last step before a dismissal from the company. Coaching, in this case, is part of a performance improvement plan, and there are big stakes. This also means a lot of pressure on the coachee, and on the manager as well, to ensure that the employee performs \u2014 because a poorly-performing employee can sometimes also look bad for the manager. Not all coaches will undertake remedial coaching, and for very good reasons. The coachee isn\u2019t always willing. The time pressures can be tight. The goals are often restrictive and dictated from above, rather than chosen freely by the coachee. The coach may be pressured to break confidentiality in reporting to the manager about how the coachee is performing in the coaching sessions. And there are always many eyes on the process \u2014 the manager, the coachee, HR and sometimes senior-level leadership can be involved as well. In my experience, the underperforming employee usually wants to change. He or she wants to keep his or her job and perform well. Often, there is more involved in the situation than just an employee who is lazy, or unaware, or lacking interpersonal skills. There is often something going on in the employee\u2019s personal life with family or health, for example. There can also be poor management, poor role clarity, poor reporting lines and poor environment at work. This is the reality that the coachee is facing \u2014 and coaching can help the coachee manage the complexities of these situations while learning how to manage stress, cope with competing priorities and perform well at work, despite all of the other stresses and difficulties.