Managing people takes a wealth of skills, both technical and not-so-technical. Some managers come through the ranks because of technical ability, but the people skills may not be strengths already learned by the time they're managing others. Then a situation arises, and they don't know how to deal with it and don't know where to go to talk out possibilities in a safe place.
Midline managers may need coaching regarding personal biases toward individuals or groups of individuals. Their performance otherwise has been exemplary, and the company doesn't want to lose them. Perhaps the challenge lies in being strong in technical ability but lacking skills such as time management, managing others, or motivating a team. So what's a company to do?
Hire a situational coach such as myself. I am happy to meet one-on-one with your executive, help them work through their challenges, shore up their soft skills and the company doesn't need to worry about the internal culture being disrupted by the loss of an otherwise good manager. As a neutral third party, the manager can feel safe in discussing their innermost thoughts and working through their issues as well as gain new skills that will support them now and in their future careers.
When we hire a new employee, we usually don't know them very well. As a result sometimes an issue may arise later on with how this person relates to others or a team as a whole. This person has been a good hiring decision otherwise, so why throw the baby out with the bath water?
Hire a situational coach to work with them to develop new skills to resolve conflicts, build stronger relationships with others, and gain new skills that will serve both them and the organization as a whole.