Find
Right Coach: Nine Guidelines for Executives It seems that coaches are everywhere these days.
Senior Executives are hiring executive consultants in increasing numbers, and for a wider variety of reasons.
In 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
While locating a coach may be as simple as asking a colleague or entering a few words in a search engine, finding right one for your specific needs can be a bit more difficult.
So how do you locate a coach with right skills and expertise that match your needs? And once you get started how can you work with your coach to benefit most from experience?
Over many years of working with senior executives, we have formulated 9 practical suggestions. To gain most from your coaching experience, follow these guidelines:
1. Define your goals – What are your most immediate goals? What long-term results are you seeking? By considering your objectives in advance, you’ll more rapidly identify best person to work with.
Some common reasons why Executives seek coaching:
·accelerate career advancement ·increase leadership effectiveness ·increase senior management team effectiveness ·improve presentation and communication skills ·improve negotiation skills ·reduce stress ·enhance career transitions ·help gather and assimilate information 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 next career
2. Establish Rapport
You want a coach who listens. The best coaches are objective and unbiased. They save insights and recommendations until they have listened, assessed and fully understood your situation.
There’s no formula for assessing rapport in advance. And no credentials or testimonials will allow you to figure this out. You’ll get a “gut feeling” in your initial conversation or two whether this is right collaborative relationship. If feeling isn’t there, don’t make assumption that things will get better over time… keep looking.
3. Be Yourself
The 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.
There’s no point in trying to become someone you’re not. You’ll squander precious energy and become less effective. The right coach won’t try to change you just for 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 right coach will help you identify and correct major stumbling blocks to progress. However, primary focus should be maximizing your strengths, so that your weaknesses become irrelevant.
