So, you’ve decided to work with an executive coach. How do you make sure they’re the right fit for you and your goals?
Executive coaching is an investment, both in time and money. And, as is the case with most things that are an investment, you want to make sure you’re doing your research and making your decision wisely—especially when it comes to the coach you’ll work with.
In the first blog of this series, I walked through some of the scenarios leaders may find themselves in as they’re pondering whether or not to work with a coach—and also touched on some of the myths that continue to persist around leadership coaching.
This second half takes us out of the hypothetical to talk about the “how” behind choosing the right coach for you, and some rules of thumb to consider when doing your initial research:
Four “best practices” in choosing an executive coach
Be honest about investing in yourself.
As I mentioned above, coaching is a significant investment, but it’s more than time and money. It’s also about giving yourself the space to open up to the experience, even if it gets a little uncomfortable sometimes. Before you formally commit to any plans, ask yourself: “Am I ready to be coached?” This means being willing to assess your readiness. Are you willing to hold yourself accountable for making progress? Are you open to new ways of thinking, and pushing yourself, even if it’s uncomfortable?
This doesn’t mean that you need to know exactly what you want to explore with a coach—a good one will help guide you—but you’ll get the most out of coaching when you set aside the time and the space to do the work and reflect on the changes being made.
Don’t hesitate to ask others about their coaching experience.
No two people are the same in terms of what they’re looking to get out of an executive coaching experience, but don’t let that stop you from asking people you know and trust for their recommendations.
Perhaps you’re part of an executive networking group or a board of directors. Or, you have a mentor that’s worked with a leadership coach before. Ask them if they have any recommendations. As they know the challenges and expectations of your role, they’ll be the best group to give you suggestions on where to begin.
Look for someone you trust and connect with.
It’s important that you trust your coach. If you don’t feel like you can be honest and vulnerable with them, you might find yourself holding back from the experience—and it might not feel like anything’s shifted. Trusting your coach doesn’t equate with meaning you’re always comfortable. We will ask you questions to challenge you and push your thinking, but that kind of discomfort is how you’ll change and grow.
I have seen that people are naturally creative, resourceful, and whole—and we all have an innate ability to navigate life. Look for a coach that can help you harness the things that are already great about you. Asking for a meet-and-greet or chemistry session is the first step toward seeing if a coach is a good fit for you.
Seek out a coach that isn’t a ‘yes’ person.
Discomfort is part of the growth process — and nothing changes and stretches you like coaching. Think of your own experience as an executive leading a group of people. Do you truly want your leadership team to never challenge you or a decision being made? When you’re surrounded by people who support your opinions without criticism, you might find yourself subject to confirmation bias—and that very rarely leads to better decisions.
It’s the same with coaching. When you work with a coach, they’re there to champion you—not to confirm everything you think and feel. We’re here to help you make massive shifts to your leadership skills, your careers, your mindset, and your lives—and that means telling you (or revealing) what you may not want to hear or see. It’s all in the service of the greater good!
Six questions to ask as you’re choosing an executive coach
As you find yourself working toward a decision on the type of executive coach you’d like to work with, you’ll find that many coaches offer an initial Discovery Call as a way for you to ask questions and learn more about the specific coaching framework or process they employ. Here are the six questions I recommend asking in that Discovery Call to ensure a good fit:
What type of clients do you typically work with?
What are some examples of past coaching engagements? Without breaking confidentiality, what were the client’s goals, and what were the outcomes?
Tell me a bit about your coaching education and certification. Do you use a specific methodology, and how did you come to study it?
How do you define executive coaching success?
How did you get your start in the executive coaching field? Why do you specifically enjoy coaching leaders?
What is your process like? What should I expect in terms of calls, homework, and time commitment?
If you’re interested in learning more about my coaching style, framework, and experience, I’d love to hear from you. Book a call with me here.
Comments