Observing an increasing number of individuals branding themselves as "Leadership Coaches" or "Executive Coaches" is quite intriguing. However, the narrative takes a compelling turn when perusing their LinkedIn profiles and discovering that these self-proclaimed "Coaches" have never undergone any accredited coach training programs. What's more, some are entirely unfamiliar with the nuances of the real corporate world!
In light of this, and to assist HR Directors, CEOs, and prospective Clients (i.e., Coachees) in making informed decisions during their search for the right Coach, we have compiled a set of pertinent questions. These questions will aid in determining the authenticity and suitability of a Leadership Coach before proceeding with a partnership.
Our Leadership Coaching Packages are designed to instill and hone all of the traits you need to become a better leader:
Begin by exploring their Business understanding and Experience level. Delve into their background and core expertise. Inquire about their thought leadership and their perspective on the essence of Leadership Coaching and assess whether they bring industry experience to the table, ensuring its relevance and value to the coaching engagement.
Seek insights into the internationally accepted credentials they hold. While numerous coaching schools provide their own certifications, it's crucial to highlight the significance of independent credentialing bodies in the industry that establish a standard for coaching (ie the International Coaching Federation (ICF)). Ask about their alignment with their recognized choice of standard.
For the third question, inquire about their client process. Seek an understanding of what a "typical" client engagement looks like when working with them. Assess their ability to provide clarity on the expected experience, allowing you to gauge what working with them may look and feel like.
Will there be clear, measurable, and agreed learning outcomes? Seek assurance on the establishment of concrete, measurable learning objectives. Inquire about the methodology for measuring and evaluating the outcomes of the coaching engagement against predefined benchmarks if this is what you expect from the coaching engagement.
What is their understanding of the ethics surrounding Coaching? Specifically, explore their perspective on confidentiality and how they ensure it. Highlight the significance of ethics, especially considering that the first principle of the (ICF) revolves around ethical conduct.
Can they furnish credible references and client testimonials? Inquire about the tangible results achieved for their previous clients.
What leadership/personality assessment tools will they employ, and how do these tools concretely contribute to supporting the coaching initiative and outcomes? Additionally, verify if they hold certifications as coaches/assessors to administer the recommended tools. Lastly, clarify who will have access to the assessment results.
Some globally recognized assessment tools we offer at MySkillsLab include
- GLA 360 (https://globalcoachgroup.com/)
- HoganAssessments (https://www.hoganassessments.com/assessments/)
- DISC Assessment (https://www.assessments24x7.com/)
- EQ-i 2.0® (https://mhs.com/about-mhs/).
- EQ - SixSeconds (https://www.6seconds.org/)
Clarify the investment involved in a coaching engagement, understanding what is encompassed in the standard package and what additional services would incur extra charges.
Navigating through the aforementioned criteria is bound to enhance your chances of finding the perfect Leadership Coach and explore a healthy connection with the coach. Find someone who not only dares to challenge you in a constructive manner but also understands the boundaries of that challenge. Look for a somebody who embodies trustworthiness and honesty, fostering an environment where open communication and genuine collaboration can thrive. This element of the coaching relationship adds an invaluable dimension to the entire coaching experience.
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