Select the Right Executive or Leadership Coach: 5 Factors to Consider

The search to select the right leadership or executive coach can be overwhelming, with all the prospective coaches in the industry. It may even have halted you from moving ahead with the coaching process. Knowing the most valuable components will determine if the relationship is a good fit and give you the confidence to proceed with hiring a coach for you or your organization.

If you’re contemplating hiring a coach for yourself or someone in the following areas who shows high potential, this article is a must read:

  • Middle or upper-middle manager seeking leadership coaching  

  • Part of the C-Suite or senior leader looking for executive coaching  

  • In human resources and want to hire a coach for your organizational leaders

Leadership development programs combined with additional coaching will be the most likely ensuing trend over the next few of years, according to a new industry survey. It’s not surprising, given that executive and leadership coaching produces more impactful and inspirational leaders thereby helping clients achieve results.

Here are 5 factors to consider when choosing a coach:

1) Capability and chemistry.

The client and coach relationship is critical to the success of any coaching program. During your initial meeting, find out if the coach’s approach and philosophy are compatible with what you or your organization want to achieve. One way to discover this is to have them actually coach you in that introductory meeting. Come into the meeting with a real-world situation you’ve encountered and take them for a “test drive.”

Throughout the process, keep these important questions in mind:  

  • What is their level of empathy for what you’re facing?

  • What new awareness do they raise in you?

  • How do they challenge you to see this differently or if it’s even true?

  • How do you feel after working with them for even this short amount of time?

The way that the coach shows up in the introductory meeting will be indicative of how they’ll be during your program. Let your experience be your guide.

2) Credibility and right certifications.

This is a chance for you to determine the strength and depth of your coach’s experience and expertise.

Top questions to ask include:

  • Are they a certified coach who completed a formal, accredited training program?

  • Does the coach hold any accreditations from leading and credible organizations like the International Coaching Federation?

  • What kind of continuing education have they pursued since becoming certified as a coach?

  • Are they certified in personality or other assessments? If so, how do they use these assessments in their practice?

  • What other experience do they have besides coaching?

3) Partnership approach to co-create solutions.

When you work with a consultant, an advisor or a mentor they’ll typically give you a range of solutions and guide you as to which one you should choose. Coaching is different in that the most effective coaches are the ones who don’t give you the answers. Rather, they partner with you to co-create solutions and to develop perspectives that eluded you in the past.

The coach might offer specific insights into your situation based on their own experience. However, those are merely observations and not directions. The solutions you develop and the choices you make are ultimately yours and yours alone. Your coach is there to facilitate the process of discovery, support you in acting and hold you accountable to what you commit to do.

4) Empathy combined with accountability.

Speaking of holding you accountable, one of the greatest benefits of having a coach is that they’re a natural “accountability partner.” Seek a coach who combines strong empathy with “telling it like it is,” and ask how they will hold you accountable.

 An effective coach raises your awareness to the following and holds the space for you to challenge and release what holds you back or is limiting you:  

  • When your thoughts, feelings and actions are misaligned with the goals you want to achieve.

  • When you offer excuses or deflect responsibility for certain outcomes.

5) Deep intuition and curiosity.

Coaches use intuition to “listen between the lines” to both what is said and what goes unspoken. They also ask a lot of questions. If you’re hearing mostly “what” and “how” questions, that’s a good indicator of curiosity. This will help open you up to possibilities and focus forward. Too many “why” questions keep you anchored in the past.

There are numerous advantages of executive and leadership coaching for organizations and individuals. Deciding to work with a coach takes both commitment and investment on yours or your organization’s part. So, it’s wise to make the best choice not only to have the most productive coaching experience, but to achieve your goals.

Are you ready to begin or finalize your coaching selection process for you or your organization? Schedule a complimentary discovery session today.