How to select an Executive coach

You are considering using an Executive Coach.  I am an Executive Coach. But so are many other people.  

With a plethora of choices, how do you ensure you decide if I am the perfect fit or if someone else is more suitable?

I recently came across a great article on Forbes that suggests five crucial factors to consider during your search for an executive coach.

I summarise them below OR you can read the original article here.

And if you are a busienss leader and feel I MIGHT be right for you, book a trial session with me here.

• Clarity: Before embarking on your coaching journey, it's essential to establish distinct goals and desired outcomes. This involves pinpointing both the "what" and "how" of your aspirations. What areas do you aim to improve? How do you envision achieving those improvements? By clearly articulating these objectives during your initial meeting with potential coaches, you can collaboratively refine them and ensure the coach understands how they can best support you.

• Congruence: A good coaching relationship hinges on a strong sense of connection between you and the coach. Often referred to as "chemistry," congruence fosters an environment where you feel comfortable being open and vulnerable. Explore the coach's approach and assess if it aligns with your preferences. Do they provide a direct and firm style of coaching, or are they more structured and methodical? Do their explanations resonate with you, offering the right amount of detail and illustrative examples?

• Challenge: While compatibility is important, a good coaching relationship shouldn't be entirely comfortable. An effective coach will nudge you out of your comfort zone and challenge your established patterns of thinking. Leadership roadblocks often arise from complacency, where leaders become comfortable with their existing skillsets, the status quo, and their circles. A strong executive coach will disrupt this comfort and stimulate growth by introducing fresh perspectives and challenging your assumptions. If you find yourself coasting through the sessions without being challenged, it might be a sign to explore other coaching options.

• Credibility: While certifications and degrees hold value, they don't paint the whole picture. What you truly seek is credibility, which translates to relevant knowledge and expertise directly applicable to your situation. Delve deeper by asking probing questions about the coach's background and experience. Have they coached executives at your level before? Do they possess a frame of reference for the challenges you're grappling with? Have they demonstrably succeeded in guiding other executives facing similar roadblocks? Additionally, consider their understanding of the corporate world and the political dynamics within your specific type of organization. It's worth noting that many executives today seek not just guidance in finding their own solutions, but also a "coach-consultant" who can offer strategic counsel on leadership, organizational development, team building, and tactical problem-solving. If this "coach-consultant" approach aligns with your needs, be sure to factor that into your evaluation process.

• Context: Effective coaching doesn't occur in isolation, mirroring the reality that leadership itself is not a solitary endeavor. To provide the most impactful support, your coach requires a comprehensive understanding of your situation and the challenges you face, not solely from your perspective. During the selection process, consider inviting the coach to meet with a designated sponsor, such as your boss, HR partner, or mentor. While confidentiality remains paramount, these additional viewpoints can equip the coach with a richer understanding and ultimately enhance the coaching experience. The article even suggests that involving your boss (or lead director for CEOs) as a sponsor throughout the coaching journey can significantly accelerate your progress and overall impact. When you find the right coach, these "Triad Meetings" involving you, your superior, and the coach can evolve into the most productive meetings you experience as an executive. Finally, remember that leadership transcends your immediate environment. It's crucial to have a coach who can serve as a thought partner as you navigate the ever-shifting social, geopolitical, and macroeconomic landscape.