The coaching industry is rapidly expanding, and there are a plethora of people claiming to be coaches. But, unfortunately, it can be difficult for someone looking for a coach to find the right for them.
A quick Google search yields a plethora of titles such as career coach, business coach, executive coach, private coach, life coach, health coach, dispute coach, dating coach, sports coach, victimisation coach, leadership coach, quality coach, and so on. These individuals range from the entirely unqualified for the highly professional; and from one-man-bands to companies employing dozens of coaches, all the way up to international franchise operations.
How do you choose a good coach who is a good fit for you? What should you look for in a coach who understands you and can help you move forward?
What qualities distinguish a good coach?
In the following pages, you will find five key questions to ask any prospective coach to ensure that you get the results you want and that your investment pays off.
This paper is about leadership coaching leicestershire. A leadership coach seeks to improve the performance of leaders and aspiring leaders as individuals and groups. Leaders can be business owners, directors, senior managers, or junior managers working up the corporate ladder. The need to address the challenges they face as business leaders and the need to solve business challenges and see bottom-line improvements through personal or team performance improvements is a recurring theme. Because the issues that arise are complex, and the individual challenges may be significant, selecting a leadership coach is critical.
1. How will you collaborate with my company and team?
The first thing to consider is whether the coach will work well with you and your company. There must be a ‘fit’ between the coach’s personality, style, background, and culture of the business and the character of the team being coached.
This fit does not have to be overly comfortable. Coaching will be challenging, and coaches will need to be stretched or confronted with uncomfortable truths at times. As a result, it may be more appropriate to consider ‘fit’ in mutual respect and understanding.
As a result, ask the question, listen to the answer, and pay attention to what your gut instinct, or inner voice, says. If you get the impression that the coach will fit in, elicit respect, and has the edge to work firmly but sensitively and empathetically with your most challenging team member, you’re off to a good start.
2. What is your background, and how does it relate to my company?
These are essential questions to ask, especially about the coach’s background. The difficulty comes in determining what the correct answer is.
A good coach will intelligently employ a process to assist clients in achieving the best results for them and their specific challenges. In some ways, this means that any good coach, regardless of background, can coach any client through any problem. There are certainly some life coaches and personal coaches who will say this. However, in more specialised forms of coaching, coaches will bring a wealth of experience and training to the table, which they can use in a pure coaching process or design a more nuanced approach that combines movement, mentoring, and coaching to meet the clients’ specific needs better. In this way, you can create a massively influential process that connects a coachee with new insights and powerful goals and equips them with new tools, knowledge, and mindsets in ways that a generalist could never hope to achieve.
As a result, you’ll need to listen to your prospective coach’s responses and consider how the entire package might meet your needs and what synergies exist. However, don’t be too rigid in your evaluation of the experience. Your coach does not need to have done the coachee’s job before, nor do they need to be in a higher position than them. They must, however, have credible and transferable knowledge and experiences, and it is essential to pay attention to how the entire package is deployed in support of your business and personal goals.
3. Do you have or use a tried-and-true system?
It is an important question, but it should not be used too rigidly. There are various approaches to coaching, each with its formula, process, or methodology. Each has its own set of advantages. It is essential to look for a transparent method that is consistently applied but has enough flexibility to take clients wherever they need to go. Unfortunately, many coaches strictly adhere to their process and will not deviate from it. This is unnecessary and leads to poor results, and increases the likelihood that the coachee will lose momentum.
If you hear from a coach that they take a freeform approach and start each session from scratch and look at the issues that the coachee brings in that day, alarm bells should go off. This approach may be helpful in day-to-day tactical problem-solving, but it will never address the more significant challenges that will propel the coachee’s performance to the next level. However, that is typically what a leadership coach is hired for and should strive to provide. Moreover, unorganised coaching can be highly professional; and from one-man-bands consume a significant amount of time, making coaching challenging to schedule for a busy executive. An entire session of an hour or 75 minutes is more than enough time to make significant progress. So look for a tried-and-true methodology that can be applied flexibly and quickly.
4. What kind of assistance do you receive from your coaching firm? What is the size of your network?
This question will assist you in determining the depth and breadth of knowledge, products, and services your prospective leadership coach will be able to draw on to help you and your company. On the other hand, employing an alone coach is nothing to be concerned about, and looking at larger companies is unnecessary. There are several larger coaching schools, and better ones will use similar standards and techniques. For example, I completed an extensive training programme with Results Coaching Systems (RCS), an international school that highly values assessment and certification. They have certified me, and I have access to a pool of hundreds of fellow RCS graduates to use as associates. Usually, I would recommend and collaborate with a small group of trusted colleagues.
5. What is the track record of your company’s business experience and results?
Finally, you’ll want to see and hear about the results your prospective coach has achieved in their career, both as a coach and before becoming a coach. You’ll also want to see and hear testimonials from a variety of customers. You should also be able to contact them directly to get firsthand feedback on your coach. Don’t take slick salesmanship at face value; instead, look for accurate results. This is especially important with larger companies and franchise operations, as they may have long track records and success worldwide. Still, the individual coach sat with you, not the business behind them, is essential when it comes to leadership coaching. You will be working with an individual, and the knowledge, skills, and tools that they employ and the rapport that exists between you will be critical. So, whether you’re hiring a lone practitioner or a team from a large corporation, scrutinise each individual and put them to the test. A brief trial session between coach and coachee is usually sufficient to determine whether the relationship will work or not.
You are following Your First Meeting. . . What should I do now?
You can ask yourself some follow-up questions to confirm your initial impressions after your initial meeting or trial session.
1) Has the coach clearly defined a strong, tested, and adaptable coaching methodology?
2) Did the coach ask questions that were powerful, useful, and engaging?
3) Did the coach appear capable of holding you accountable and keeping you on track?
4) Was the coach open and honest about the challenges ahead, as well as clear about how their ethical guidelines would be followed?
5) Did the coach put you at ease and prioritise your concerns and need for results?
Coaching is all about making significant changes that result in big results for you and your business. If it were simple, you would do it yourself. Unfortunately, it isn’t, which is why you hire a coach. Your coach must prioritise you and your needs, but they must guide you through a complex process to do so. This may be not easy at times, and a good coach will hold you accountable for your actions to complete them. If you do not achieve these goals, you must investigate why, as necessary and valuable lessons may be learned. Uncomfortable truths will emerge from time to time, and your coach will assist you in confronting them sympathetically and confidently. It would help if you had a high level of trust and rapport with your coach, and your coach must combine character strength with a high level of empathy. Keep an eye out for it as you answer these questions.
Are You Prepared for Leadership Coaching?
Coaching requires a significant investment of time, emotion, energy, and money, but it can provide a massive return for you and your business. Leadership coaching will improve your confidence, clarity, energy, focus, productivity, and happiness, as well as the joy of your team. There will also be financial advantages.
So, after speaking with your prospective coach, take some time to reflect on how you felt, and look over their experience, accomplishments, methodology, and other resources. Coaching can take you on a massive change journey, at the end of which you will have made a significant step-change in your performance. The main question is, “Is this the coa?”