Tips for Engaging the Right Coach

Engaging an executive coach is a common practice today in both small and large organizations. It has proven to be an effective way to increase leadership performance, accelerating critical skills needed in today’s fast-paced and complex business environment. When hiring a coach, how do you know if it will be a good fit for your executive? How do you know if the executive is ready for coaching or if he or she will use this resource well?

What is COACHING?

First, let’s look at some definitions for coaching. There are many! Here are two good ones:

A Coach is a person who facilitates experiential learning that results in future-oriented abilities. (Frederic Hudson, The Handbook of Coaching)

Coaching is a process that fosters self-awareness and leads to the motivation to change, as well as the guidance needed if change is to take place in ways that meet individual and organizational performance needs. (David Dotlich, Action Coaching)

How READY is your executive?

In general, clients should:

• Want to change and grow
• Be willing to be available for coaching meetings and assignments
• Be capable of envisioning a preferred future
• Be willing to think beyond own frame of reference
• Be open to discovering barriers
• Be willing to try out new ideas
• Be interested in how others perceive him/her
• Be action oriented
• Be able to trust and generate partnership
• Be capable of follow through steps
• Be committed to continuously learning
• Be interested in new information and ideas

Evaluating FIT of the Coach:

Experience Level – does the coach have sufficient background, training and longevity as a coach, or the career experience suitable for the role?

Maturity – is the age and emotional maturity a fit for the client?

Gender – for some clients, it works better to keep same sex client relationships.

Business Background – does the coach have a wide range of roles and industry experience at many levels to fit the needs of the client?

References – what do clients say about the coach? What results were produced? What kinds of clients has she/he coached?

Fit for Client Needs – determining the focus of the coaching is a key to selecting the right coach. Is this for corrective performance improvement, behavioral issues, emotional intelligence for leadership development, grooming for next level up, management training, overcoming a specific obstacle, designing a new vision/strategy, education and maturing in the industry (mentorship), team leader development, assistance with major changes, career direction?

Chemistry, Respect and Rapport – this can be “best-guessed” but only confirmed after an initial meeting. Client must feel comfortable, yet challenged and have a good level of respect for the coach and his/her credentials, background and style.

Qualities of a Coach

Here are some general qualities to look for in coaches:

Emotionally Competent

• Sustain intimate bonds and relationships
• Maintain high levels of self-confidence and self-esteem
• Imagine, wonder, and envision
• Listen intently and objectively to others
• Express feelings naturally and appropriately
• Display gratitude and appreciation
• Manage conflicts fairly and directly
• Seek and maintain friendships that are mutually rewarding
  

Mentally Sharp

• Possess legitimate personal authority
• Give and receive criticism fairly
• Reflect on sense of self and its personal life course
• Negotiate useful and accurate coaching agreements
• Distinguish between trivial and significant problems
• Distinguish between situational and patterned distress
• Provide accurate feedback
• Observe and understand the conduct of self and others
• Know how to conclude coaching relationships professionally

Action Oriented

• Discern and clarify personal values in self and others
• Collaborate effectively and act fairly as a team player
• Celebrate, have fun, and pursue affirmations and rituals
• Plan and feel responsible for making the future happen
• Live his or her own beliefs and concerns
• Challenge, test, and expect high performance from self and others
• Look for ways clients can experience their strengths
• Look for ways clients can learn to be self-directed
• Look for social settings and activities that can enrich the coaching plan
• Validate and reward the efforts of others
• Embrace diversity in men and women and in people from other cultures

Coaches Connect Short-Term Strategies to Longer-Term Plans

• Evoke a sense of purpose with clients
• Facilitate compelling visions of the future with clients
• Convert planning into scenario building: design the future
• Conduct personal and professional strategic-planning and time management sessions with clients
• Be effective at facilitating small group process, including emotional work
• Facilitate persons and human systems through times of transition
• Promote personal renewal and career resilience

Coaches Seek Balance

• Understand appropriate adult roles throughout the life cycle
• Model and teach the balance of roles and show how to be one person in all roles
  (Source of Coach Qualities: The Handbook of Coaching, Frederic M. Hudson, PH.D.)
  

About the Author: Elaine Siciliano Morris is principal consultant and founder of Sea Change Inc, an organizational effectiveness firm based in the Dallas/Fort Worth area. A frequent keynote speaker and workshop presenter on leadership, corporate culture and personal growth, Elaine works with leaders and their teams to create productive and rewarding work environments. More information about her is available on her website: www.seachangecoach.com, or contact Elaine by phone at 972-407-0648.