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Choosing your coach is a vital first step in the executive coaching process. Before making any decisions, it’s important to do some research, draw up a shortlist and ask each potential coach some relevant questions. Following the advice in this guide will put you in a strong position to make a confident, informed decision about which executive coach you should work with.
Know Your Objectives
Establishing what you want to achieve from the coaching relationship from the outset will allow you to narrow your search down to coaches who can meet your unique needs and objectives. Referring to your most recent personal development plan, or your organization’s mission statement or strategic objectives should help you identify some relevant objectives for the coaching relationship.
Conduct a Thorough Search
There are a number of well respected coaching directories that will help keep your search for an executive coach manageable, and should generate credible results. [1] Another great way of identifying a potential coach is by asking your trusted colleagues and peers for recommendations. Have they achieved results with an executive coach recently, or do they know someone who has? Remember that your coaching needs and objectives may differ from those of your contacts, so take the time to research a recommended coach’s background and expertise and consider carefully whether they might be well placed to help you.
Check out Coaches’ Credentials
As part of your research, it’s a good idea to check out a coach’s professional credentials. Not every coach will have an academic coaching qualification, but some may hold a Postgraduate Certificate in Coaching and Mentoring or the MA in Coaching and Mentoring Practice. Many coaches, regardless of their academic qualifications, are members of professional coaching bodies. The main ones to look out for are:
- Association for Coaching (AC)
- Coaching Psychology Forum (CPF)
- European Mentoring and Coaching Council
- International Coach Federation
- some UK coaches, particularly those with HR backgrounds, are also members of the Chartered Institute of Personnel and Development (CIPD)
- UK coaches with psychological training may also be members of the British Psychological Society (BPS)
Uncover Their ‘Net Rep’
If you are interested in a particular coach, it’s a good idea to check out their website. This will give you an insight into the individual’s coaching style and personality, as well as their background, qualifications and expertise. [1] Websites usually include testimonials, so do have a look at what the coach’s other clients have said about their work.
In addition, it’s also a good idea to look up any potential coach on LinkedIn to gain an insight into their wider network, as well as any additional recommendations they may have received. You could even look up your potential coach on Twitter, to find out what projects they are working on, which topics interest them, and what information and resources they like to share.
Ask the Right Questions
Once you have drawn up a shortlist, it’s important to ask each of your potential coaches some important questions to assess whether they might be the right executive coach for you. Doing this face-to-face will help you establish rapport with each potential coach, as well as gaining a deeper understanding of their background, expertise and coaching style. Questions to ask a potential executive coach should include:
What are Your Coaching ‘Statistics’?
Aim to establish the amount of coaching experience the coach has had by asking questions such as ‘How many coaching assignments have you worked on?’ and ‘How many hours of coaching have you delivered?’
Who do You Normally Coach, and How?
Finding out the types of executives the coach normally works with (e.g. level of seniority, type of industry or sector) will help you establish whether the coach is likely to meet your own needs. It is also a good idea to ask how the coach likes to work: do they usually meet their clients face-to-face? How frequently do they like to meet? How long do their sessions normally last? Asking these kinds of questions will help build a picture of what the coaching process with each coach will look like.
What kind of issues Can You Help Me With?
Executive coaches should be able to provide you with an overview of the types of challenges they have helped their clients overcome, and the results they’ve helped them achieve. [2] Are these the types of outcomes you want from your coaching relationship?
Do You Receive Coaching Supervision?
Coaching supervision is a form of support for the coach. It involves the coach meeting with a more experienced coach supervisor to talk in confidence about any problems they might be having in their work, or simply to have an objective conversation about their own coaching skills. Asking a coach if they receive supervision (and, if so, how frequently) will provide you with an indication of the investment they make in their own development.
Where Can I Get a Reference?
Any executive coach should be willing to provide you with details of referees who you can approach for feedback. When taking a reference from a coach’s former client, ask them if they are willing to share any information with you about the results they achieved when working with the coach. You can also ask for feedback on the coach’s style, and the structure of the coaching sessions.
A Note on Industry Experience
While a good executive coach should have a broad understanding of organizational issues and the types of challenges leaders tend to face, it is not always necessary for them to have experience of working in the same industry as you. Indeed, you might find it helpful to work with a coach whose background lies in a completely different industry to yours, as they may be able to offer fresh insight into the situations you encounter.
While coaches should be able to provide you with broad examples, they should not provide details of individual clients or organizations. If you do feel as though a prospective coach is going into too much detail when describing examples of their work, you may want to reconsider whether you want to appoint them. Coaches should always keep details of their clients and conversations confidential.
