Which statement is true regarding long-term coaching for career development?

Long-term coaching for career development is characterized by its ongoing nature throughout an employee's entire tenure with the organization. This approach emphasizes continuous growth, support, and skill enhancement, rather than being limited to specific events like annual performance appraisals or focused purely on correcting performance issues.

In effective career development, coaching sessions occur regularly, allowing employees to set and adjust goals, seek guidance on challenges they encounter, and reflect on their progress. This sustained relationship not only aids in developing the employee's professional capabilities but also fosters a deeper understanding of their career aspirations, enhancing overall job satisfaction and retention.

The other statements highlight aspects that do not accurately capture the essence of long-term coaching. For instance, annual performance reviews are typically distinct events designed primarily for evaluation rather than as a vehicle for ongoing development. Focusing solely on performance deficits does not align with the broader intent of coaching, which is to support growth in various competencies, not just to rectify weaknesses. Lastly, the intensity of mentoring can vary greatly and may not directly correlate with coaching practices, which prioritize regular and structured interaction over designated periods of engagement.