Find the Right Coach: 8 Guidelines for Executives
Executive summary by Dr. Robert Karlsberg and Dr. Jane AdlerIt seems that coaches are everywhere these days.Senior Executives are hiring coaches in increasing numbers, and for a wider variety of reasons. In the past, coaching was viewed primarily as a remedial tool for executives whose careers were skidding. Today more and more leaders use coaches on a consultative basis, for everything from accelerating leadership transitions to facilitating board, shareholder and employee relations.
Today’s leaders proactively seek coaching to build on strengths, accelerate initiatives and identify potential derailing obstacles before they cause serious damage.Over many years of working with senior executives, we have formulated 9 practical suggestions. To gain the most from your coaching experience, follow these guidelines:
1.Define your goalsWhat are your most immediate goals?
Some common reasons why Executives seek coaching:
• accelerate career advancement
• increase leadership effectiveness
• improve presentation and communication skills
• improve negotiation skills
• reduce stress
• enhance career transitions
• provide insight for more objective decisions
• improve interpersonal and team relationships
• assist with crisis or change leadership
• help lead culture change
• enhance executive hiring decisions
• improve delegation and reduce time constraints
• plan retirement or the next career
2. Establish Rapport
You want a coach who listens. The best coaches are objective and unbiased. There’s no formula for assessing rapport in advance.
3. Be YourselfThe right coach will help bring out your best, not try to change you into someone else. One sure way to recognize a poorly trained coach is if he or she recommends a categorical change based on a textbook standard. Experienced coaches can pinpoint specific areas where a small change can lead to a significant result. The right coach won’t try to change you just for the sake of change. Find a coach who’ll help you be your best self.
4. Look for a positive focus
A coach is there to help you improve your game, not to ferret out and fix every flaw. The best results are achieved by focusing on strengths, not weaknesses. Of course the right coach will help you identify and correct major stumbling blocks to progress.
5. Confidentiality Is KeyA sense of trust and safety is critical to a productive coaching experience. Coaching isn’t therapy, but you should feel comfortable revealing any relevant information to your coach. Make sure your coach has a confidentiality policy with which you’re comfortable.
6. Look for Psychological Savvy
While advanced degrees aren’t any guarantee of effectiveness, a psychologically informed coach can help you use interpersonal dynamics to finesse conflicts and reduce any negative impact on company performance. A good coach will be multifaceted – able to combine one-on-one coaching with effective team intervention as needed.
7. Value HonestyIt’s easy for coaches with minimal training to fall into a trap of giving feel-good answers. Dr. Steven Berglas, former Harvard psychiatrist and instructor at UCLA’s Anderson school, explained in an interview with Chief Executive Magazine, “A lot of times consultants and coaches are deemed great because they’re adding syrup to a sundae. Instead of looking for consensus, weigh your coach’s input before you make your own decision.
8. Give your coach access.
Allow ample rein to inquire, research, survey, whatever it takes to thoroughly understand the issues and, most importantly, get you the information you need. Locating the right coach for your needs can be tricky but these guidelines can increase your chances for success. They will help you launch an ongoing, beneficial partnership with your coach and keep it that way.
