Founder, career coach and interview coach behind CaffeinatedKyle.com. My goal is simple: to help people find jobs they LOVE.
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Finding the right executive coach to support your growth and development can be overwhelming. A LinkedIn search for “executive coach” returns more than 65,000 results. A Google search for the same phrase produces millions of results. How do you vet prospective coaches? What questions should you ask to ensure you hire the best one for your unique needs?
Here are four strategies for identifying and evaluating the best executive coach for you, your team or your organization.
1. Understand the coach’s niche and area of expertise.
Start by reviewing the coach’s specific niche and area of expertise. You want to ensure your prospective coach is not only an expert in your industry but also has experience working with a leader of your caliber. A Fortune 500 C-suite executive, for instance, faces unique leadership challenges and needs different support than a new manager. You deserve a coach who specializes in your industry, not a generalist desperate for new clients. Review the coach’s website, LinkedIn profile and client success stories to get a sense of their typical client. Ensure their success stories and testimonials are verified and from one-on-one clients, not from someone who simply took a free course or follows them on social.
2. Review their education, credentials and advanced training.
The coaching industry is currently unregulated, meaning anyone can claim they are an executive coach, so you must conduct your due diligence to find a coach who is qualified to support your unique needs. Look closely at their education, credentials and advanced training, as you want a coach who is dedicated to the craft. Furthermore, ensure the coach is staying on top of the latest trends and best practices. Be cautious if they focus solely on building up their social followings while ignoring the technicalities of becoming an expert in coaching. Conversely, be careful if the coach markets a laundry list of certifications but struggles to think on their feet and ask powerful coaching questions.
3. Conduct a deep dive into the coach’s thought leadership.
In today’s digital age, it’s easy to quickly accumulate a massive social media following and position oneself as a thought leader. However, top coaches spend much of their time off of social media, as they are busy serving clients and honing their skills. Look for someone you can trust who is actively involved in the coaching and careers industry, frequently speaking at industry conferences and building a brand and reputation that extends well beyond social media and top coach lists. Simply put, it takes more than accumulating followers to become a master coach and lead clients to achieve results.
4. Schedule discovery calls with several prospective coaches.
Lastly, speak one-on-one with several potential coaches before moving forward. Spend ample time understanding their background, experience and coaching philosophy. Here are a few questions to support the process:
- Can you tell me about your typical coaching client?
- What education, certification and advanced training do you possess?
- How do you stay on top of the latest trends and industry best practices?
- What support do you provide to your clients between sessions?
- Where can I see verified testimonials from previous executive coaching clients?
Know that finding the right executive coach requires patience. Give it time, and you will find the best one for you. You’ve got this!
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