How to Choose an Executive Coach
Investing in an executive coach can pay huge dividends in unlocking your leadership potential and elevating your career. But, finding the right coach-client fit is crucial for ensuring you get a return on that investment.
Much like a therapist or consultant, your coach will become an intimate partner in your development journey. You want to feel completely comfortable putting your trust in them.
Before committing, ask yourself these key questions to find out if a prospective coach is the right match:
1. Does their coaching style align with what I'm looking for?
Like other skilled professionals, executive coaches develop their own style and approach. When evaluating a potential coach, don't be afraid to ask if they follow a defined methodology or process. Many coaches practice with an open, fluid style – but having structure and a proven system can help you achieve consistent results.
Look for a coach who...
Uses a clear, step-by-step methodology to provide focus and direction rather than just going with the flow.
Can explain how their methodology leads to tangible outcomes like improving leadership skills, achieving promotion, etc.
Has evidence their approach works reliably for clients based on past success stories.
Has a customised process but also tailors support to your needs and objectives.
Utilises assessments, tools and techniques aligned to their methodology.
An experienced coach won't reinvent the wheel each time. They'll have a robust but adaptable process for guiding you through achieving your goals. Understanding their methodology gives insight into their coaching skill and alignment with your growth needs.
2. Do I resonate with their client portfolio?
Look closely at the types of professionals and organisations the coach has worked with previously. While skills translate across industries, you want some relevant context.
For example, if you are an executive shifting into your first CEO role, a coach who has guided many C-suite ascents may suit you better than one focused on middle management. Or you want to tackle the unique challenges in the hospitality sector and want a coach who has worked with someone in that industry. I have worked extensively with executives and leaders in the finance, science and tech industries and noticed that some clients find it easier to work with someone who understands their professional background.
Review client lists and testimonials with an eye on:
- Seniority level - Do they have a track record with executives, mid-level professionals or emerging leaders based on your own role?
- Industry verticals - Have they coached peers in your niche like tech, healthcare, finance, etc.?
- Company stages - Have they worked with startups, rapid growth companies, or mature global organisations like yours?
Seeking that thematic alignment indicates the coach understands your professional environment and goals. You don't want to be their first client of your kind.
3. Do I connect with what they share?
Beyond credentials, evaluate your intuitive reactions to the coach's messaging and advice during your initial talks.
Did the insights or ideas they brought up resonate with you?
Were you inspired to see things from a fresh perspective?
Did you feel motivated and raved about your growth potential after speaking?
And most importantly, did you like the person in front of you?
A coach you instantly gel with gets your mind racing with possibilities from the start. If you find sessions energising, that's a great sign you'll thrive working together.
Conversely, pay attention if you frequently disagree or if their style makes you feel deflated or dismissed. Over time, those tensions can derail the coaching relationship. Trust your gut, even if you see that this coach is an expert in their field. To reach your goals, you must build a good working relationship with your executive coach and feel comfortable during your sessions. If your personalities don't match, that may be difficult.
4. Is their background and experience cohesive?
Now, look at their entire body of training and experience. Screen for logical connections that show their knowledge of business leadership and professional development.
You want to see complementarity between their:
- Educational background - What degrees, certifications, or institutions do they list?
- Past professional roles - What experiences primed them for leadership coaching?
- Ongoing development - What conferences, groups, and mentors are they engaged with to stay sharp?
- Current coaching focus - Does their niche align with their path?
Be a little wary if a coach seems to bounce around between totally different areas, for example, if they have pivoted from finance to life coaching out of nowhere.
Big, random jumps in their path don't build confidence. You want to see a logical, gradual evolution in their expertise.
When reviewing a coach’s background, look for consistency, demonstrating they’ve steadily deepened their knowledge over the years. You want a coach who's honed their skills specifically in areas connected to your goals.
5. What are their credentials and journey?
Feel free to ask direct questions on qualifications if they aren't volunteered. Legitimate coaches should be eager to share their story.
Ideal background markers include:
- Relevant executive education - Psychological, business leadership or communication studies
- Certification by respected coaching bodies - ICF, EMCC, WABC, or niche organisations. For example, I have received my coaching certificate from Henley Business School and am a certified member of the International Coaching Federation.
- Training under veteran coaches - esteemed mentors indicate rigorous preparation
- Ongoing development - Conferences, communities of practice, supervision hours
Dubious claims like "self-certified" or credentials from little-known groups are red flags. Don't ignore your gut if something feels off. A coach's transparency builds trust.
6. What happens during a typical coaching session?
Understanding what to expect from a coaching session ensures you reach your goals. While each coach has their own style, most sessions follow a similar general flow. Ask them what a session with them looks like.
Typically, executive coaching sessions last 45-60 minutes and focus on objectives like:
Checking in on progress towards your goals and milestones. What's working well, and what's challenging right now?
Unpacking particular problems raised by you and brainstorming solutions collaboratively.
Setting the agenda for the session based on your priorities and needs.
Identifying development areas to work on, like leadership skills, behaviours, and mindsets.
Learning and practising new techniques through discussion, activities or assignments.
Creating accountability and commitment to action steps before the next meeting.
Maintaining motivation, optimism and forward momentum.
The coach listens intently, asks thoughtful questions, presents reflections, and provides tools to support your continued growth. Often, the coach will add exercises to turn your learnings into action. For example, I often include a rehearsal session in a real studio when coaching clients for keynote presentations. You drive the direction based on your needs.
Finding your perfect match
Vetting coaches thoroughly upfront ensures you'll find someone capable of catalysing your professional evolution. Besides connecting with a coach's style, experiences, and approach, cultural factors like gender, age or shared values are also important for many. You might feel more comfortable around someone similar to you, which in turn will give you better results.
Keep an open mind, but listen to your intuition. The right fit leads to engagement, challenge, and breakthroughs. You're set up for leadership success with a coach who complements your needs.
As an executive coach, I'm happy to offer insight and recommendations to support your growth - click here to book a free, no-strings-attached call with me.