Coaching today is no longer the domain of top management, as mid and even lower level managers now work with coaches as well. But as the number of coaches increases, it is getting more and more difficult to pick the right one for the development of your specific management skills. So how should you proceed?
First of all, get clear on what exactly you want help with. Do not confuse coaching with consulting. If you want to find a strategic expert who will help you with important decisions to improve the performance of your department or company, hire a consultant. If you want to develop your leadership abilities, find someone who specializes in executive or leadership coaching.
Your coach should have at least five years of practical experience with coaching, but the length of experience is not the only important criteria. You should mostly be interested in the specific results that they helped their current clients achieve. Acquaint your potential coaches with the area that you want to develop and ask how they would proceed. Listen to your intuition.
The coach should also understand the world of your work, or he/she should be at least willing to become acquainted with it quickly. Ask in what fields or industries they are dealing with tasks that are similar to yours. Also assess the proposed timetable of your cooperation as well as the expected results. The contract with the coach should be concluded for at least six months and should include various learning tools, including 360 feedback.
Place great emphasis on keeping the information you tell your coach confidential. Clearly agree in advance on what the coach will report to your boss and to HR. The coach should be ready to share what he/she tells you, not the other way around. Also, do not underestimate your personal feelings and the “chemistry” between you and your potential coach. Does his/her communication style suit you? Can you trust him/her? Your cooperation cannot be successful if you do not open up to your coach.
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