One often overlooked aspect of leadership development is the necessity to coach not just your up and coming leaders but also your current ones. This applies to all levels of leadership, because every leader should be viewed, to some degree, as a work in progress. Everyone should have a focus to continue to improve.

While many companies dedicate resources to the identification and development of the next generation of leaders, the wisest ones also put a great deal of emphasis on the current ones. After all, they are calling the shots. Here are three ways to coach existing leaders in business.

INDIVIDUAL TEACHING: new or potential future leaders are at the start of their leadership journey, so it's easier to teach them from the same syllabus. However, the higher up a leader, the more nuanced the coaching will likely need to be.

More experienced leaders typically are already in charge of larger teams, or are responsible for heftier revenue streams than their emerging counterparts. The significance of their role itself demands a healthy dose of one-on-one coaching. And the sheer number and complexity of moving pieces they oversee also dictates a more methodical approach to tutoring.

CLARIFIED GOALS: its inappropriate to assume a leader should know his role. Clarity is important while defining goals and setting plans in motion, even for a leader. A leader who knows with clarity what their company stands for is already equipped with the knowledge to handle the majority of situations that arise. The company's values and culture serve as a compass that points the team in the right direction when all else fails.

PROPER GUIDANCE: preventing leaders from making a mistake that you have learnt from experience is also a reasonable way of teaching new leaders. Providing solutions for them, amount to presenting them with a convenient shortcut. So, while helping them temporarily by supplying the solution, in the long term, you've taught them to come to you for answers.

Leadership is complex, and the higher the leadership level you're coaching, the more complicated the task. Most of the battle in working with new leaders comes from dedicating the time to pour into them. Dedicating a one on one time to train, teach and even impact on leaders would go a long way in building them for the task ahead.