You’re looking for a new executive coach. How can you find one that meets your career goals?

Taking the first step and engaging a coach may seem like a big step, but it's an important one. The challenge of being an executive is the difficulty in getting ongoing and objective feedback, engaging the right coach will start that process, and that's the start of developing as an executive, leader, parent, partner and human being. So go ahead and start the process...

Well yes, having a clear goal is a fantastic start. And if you don’t have it yet, does this mean you should not look for a coach? False! A coach can help you understand why you feel “stuck”. A coach helps you look at your values, beliefs and your current environment. Work, and non-work related. Because you are one being and all aspects of your life are intertwined. A coach helps you understand where and why you feel stuck, and will help you define your goals. And to achieve them, you will look with your coach which strengths you need to use, develop a plan to get there and help you stick with the plan, or adjust when needed.

As an executive coach, I don't expect potential clients to have a clear goal. Usually the reason they are looking for coaching is because they're facing uncertainty - and as successful, competent professionals, this feels uncomfortable. I ask potential clients what has drawn them to coaching and invite them to lay out their tangle of feelings, challenges, ambitions - so that we can start identifying the most important thing. If and when we go ahead, the first exercise I usually do is around goal-setting using John Whitmore's particular take on the GROW model i.e. start with your elevated Dream Goals, looking ahead to where you want to be in the future. The we work down to shorter-term performance goals and actions.

Knowing what your goals are before you meet a coach is not always possible. In fact, this is where you may be getting stuck. It can always be beneficial to 'check in' with a professional coach at different stages of your professional life to help you uncover, redefine or confirm your short, medium and long term goals. A competent coach should be able to support in creating clarity for you.

Having a clear goal at the beginning of a coaching engagement is great...but, be willing to change that goal if necessary. A great coach will help YOU uncover what you really need to focus on to create genuine growth. Your current goal may be precisely what you should focus on, OR it may be a barrier to untapped potential and creative thinking that you have not yet considered. So yes, bring your goals and vision to your coaching engagement -- then be ready go beyond your current mindset. A great coach will guide you with the right questions to do just that!

Most of my coaching clients come to me through personal recommendation. I would always recommend this approach where possible. However, finding a coach that has strong credentials, positive client endorsments and offers who a complimentary chemistry meeting can all help to choose the right coach for you. A successful coaching assignment is build on a positive rapport and high levels of trust and accountability.

As a coach who’s had 10+ coaches, finding a coach is important if you wanna go farther, faster. Ask your potential coach how they measure their clients’ success, trust your gut about the rapport you build when introduced, and make sure they have plenty of experience in solving the specific problem you’re facing. Check the volume and quality of their client testimonials and reviews too. It’s the same as if you’re choosing a restaurant to eat at - who’s going to a place with 4 reviews? Nobody.

When you do research few of the important points to check for could be: 1. Is the coach credentialed and does he have active membership 2. Is he available to provide the support in between the sessions 3. It's better to check if resources and assessment are part of the package or outside of package 4. Many coaches off complimantry discovery session, during such session do check if you feel heard and are your questions answered to your satisfaction

I agree with the points above. I would also add, look for a culture fit and maybe industry background similarities. This could help with rapport building and gaining trust with your clients.

Conduct thorough research to identify potential coaches with relevant expertise, industry experience, and a track record of success in coaching executives. Consider seeking recommendations from trusted colleagues, mentors, or industry associations to further narrow down your options.

The chemistry check is an important part of the Coaching process wherein both the prospective Coach and Coachee interact with each other to gauge the comfort level before entering into a Coaching Agreement. Be prepared for this interaction with a set of questions to ask the Coach including what is their coaching approach, process they follow, how they can assist the specific scenario that you need coaching for and also any past cases wherein they have coached in similar situations.

Remember that the coach will also be seeking to understand the degree of match between you, and their ability to meet your needs. Consider it less an “interview” and more a mutual process of determining whether together you can form a productive partnership. Will the coach provide the right degree of challenge to your thinking? Do their skills and approach fit with the support you require? What is the rapport between you, and what kind of space do they create and hold for your thinking? Attend also to their professional qualifications, training, CPD, supervision and ethics, to ensure the coach is appropriately qualified if selecting a coach independently (as opposed to from within an existing programme).

When evaluating potential coaches, inquire about their coaching approach, methodologies, and how they align with your needs and preferences. Additionally, prioritize compatibility and rapport, as a strong coach-client relationship is crucial for a successful coaching partnership.

Once you've narrowed down your choices, it's time to meet with each coach: - Set up consultations to learn about their personality and style. - Prepare questions about their methods, how they understand your goals, and how they track progress. - Pay attention to how they communicate and whether you feel at ease with them. During the meeting, ask about their approach, how they understand your goals, and how they'll help you grow. Look for someone who makes you feel confident and supported.

It's important that both the coach and coachee experience a coaching session, so each can understand commitment, approach, and values. The value is in the experience.

Ohhhh... pricing for executive coaching, there's quite a range. The fee structure should be agreed on before starting and simplistic. Typically, for an executive coach, prices range from $300 to $500 per hour. Some offer packages. For instance, I offer packages with monthly or multi-session options that could range from $1,500 to $5,000+, depending on what is needed. These packages often include additional support like one-on-one in person coaching, or coaching before events, phone access, personalized assessments, and custom personal branding. Consider the potential return on this investment, including achieving higher performance, securing a promotion, or successfully navigating a career transition, as key factors in your decision.

After choosing your coach, it's time to sort out the details: - Decide how long, how often, and how you'll meet. - Talk about money, how you'll pay, and what happens if you need to cancel. - Make sure you both agree on what you're working towards. Before you sign anything, make sure you're happy with the terms. And remember, you can always talk about changing things later if you need to.

When negotiating the terms with your chosen executive coach, be clear about your budget and the scope of the coaching relationship. Discuss the frequency and duration of coaching sessions, as well as any additional support or resources they may offer. Ensure that both parties are comfortable with the terms before proceeding.

After picking your coach, it's time to set up the coaching agreement: - Figure out how long, how often, and how you'll meet. - Discuss money, how you'll pay, and what happens if you need to change or cancel. - Make sure you both agree on what you want to achieve. Before you sign anything, be sure you're okay with the terms. And remember, you can always talk about making changes later if you need to.

When negotiating terms, keep in mind the reciprocal value of the time each side invests in the coaching, and be aware of the significant difference - also in the price - between certified/credited professional coaches and your neighbourhood hobby coach, who might counsel you as a side hustle from his/her kitchen.

Network with professionals in your desired field, seek informational interviews, and consider internships or volunteering to gain experience. Continuously assess and adjust your goals as you gain more insights and experiences in your career journey.

Commitment is key to realizing your leadership potential. While coaching can be a gradual process, it's vital for lasting change. Leaders don't get transformed overnight; acceptance and willingness to adapt are crucial for growth. Your coach will provide honest feedback to help you evolve, so embrace the opportunity to learn and improve. Remember, growth takes time. Be patient with yourself, and celebrate progress along the way.

Like most things in life, you’re going to get out of it what you put into it. You can’t expect transformation to happen in the sessions – it’s the work you put in between them. Reflecting, assessing, implementing, evaluating, playing, innovating. You’ve got to be committed to doing the work if you want to get the most out of any coaching relationship.

Commit to each session: To make the most of your coaching sessions, you should treat them as a priority and show up on time, prepared, and engaged. You should also follow through on the agreed actions and assignments, and report back to your coach on your results and challenges. You should also be honest and transparent with your coach, and share your feedback and concerns. The more you invest in your coaching sessions, the more you will benefit from them.

I have to say I have been guilty in the past of hiring a coach and hoping that would magically fix things. Fortunately, my first coach was a good one and very quickly made me see that a commitment to the process was exactly what I needed. We really need to be more committed to the process than we are interested in the outcome. Most people believe that we should focus on the results, but the truth is that focusing on results too early can be detrimental. For one, setting future desired outcomes is limited by the current version of who we are today. Five years ago, Mike could not have fathomed where today Mike would be.

… das wichtigste Kriterium für die Wahl eines Executive Coaches ist für mich einmal die ‚Readiness’ des Leaders, sich wirklich verändern zu wollen, um zu wachsen, bereit zu sein, die eigene Komfortzone zu verlassen, um aus tiefster Überzeugung neue Wege zu gehen. Plus: die Empfehlung einer Coaching-Persönlichkeit durch die Peers im Netzwerk. Wenn eine Top Führungskraft der anderen den Namen eines Coaches vermittelt, ist dieses kraftvolle Empfehler-Prinzip (‚third party endorsement‘) der wichtigste Garant für ein erfolgreiches Matchmaking, da die persönliche Weiterentwicklung in der Coachingarbeit auf absolutem Vertrauen basiert. It is all about relationships - especially in coaching…

It is important to be clear as to what you want to achieve & how an Executive Coach can help. Post this the best way is to seek references from your network & also scan profiles from platforms like #LinkedIn. Basis this create a shortlist of 4-5 profiles, basis any specific requirement you have in mind. It helps to seek guidance from a practicing coach or someone who has been coached. An accredited & certified coach by #ICF is suggested. Post this it is advisable to set up about 30 min of 1 to 1 interaction either in person or on video, to clarify your expectations & understand what the coach brings to the table. Here it is also good to get an idea on terms of engagement & commercials. Post this have a list of 2, and close the discussions.

The biggest thing to consider is the vibe you have with that coach. If you can truly be you-you’ve got a winner. The rest is semantics.

Ask your mentors and other accomplished executives who they have used or how they have grown as a leader through coaching. It may give you some names of executive coaches and spark some questions you may want to ask of those you are interviewing for the coaching role.

Trust your instincts and choose a coach who inspires confidence and demonstrates a genuine commitment to your growth and development.