Hi, Leigh - thanks for an interesting post.

I particularly appreciate you noting that much of the motivation behind this type of behavior are "not typical areas of expertise for a manager or humn resources representative".  My experience has been that lack of competence has not stopped some folks from trying to deal with the background, rather than directly or simply with the behavior ... and this often ends badly for all involved.

I would not that the ideal coaching situation is when the person recognizes the need and desires to change.   The type of coaching you are suggesting can be done in work environment, but it is not optimal.  As the previous commenter notes, this is coaching for organizational goals, rather than for the person's goals.

The best path, in my opinion, is always to stick to observable behavior and deal with that appropriately.

By the way, your list of possible drivers is excellent:)

John