| These days everyone seems to be adding | | | | of the directors/partners in the coaching company |
| 'Executive Coaching' to their portfolio of skills and | | | | and trusting your gut. |
| services. When you're tasked with finding an | | | | Cultural Fit |
| executive coach or a team of executive coaches | | | | The executive coaches you choose should be able |
| to work with your senior people, how do you | | | | to quickly understand the culture of your |
| make the best possible selection? | | | | organisation and adapt their style accordingly. |
| In this article, we explore the key points to | | | | Relevant experience |
| consider when sourcing executive coaches: | | | | This is an interesting one because of course you |
| Account Management | | | | would expect executive coaches to have |
| This is especially important when you are looking | | | | experience, but what makes experience relevant |
| for coaches to work with a team. Look for a | | | | to the individuals being coached? Despite what |
| coaching company which has a structure for | | | | you might think, it is not absolutely vital for the |
| managing your business. On smaller projects it is | | | | coach to have held the same position as the |
| possible to work with independent coaches, | | | | person being coached. What is important however |
| however when you are organising coaching for | | | | is that the coach has experience of the kinds of |
| more than 3-4 people, it can become an | | | | challenges that the coachee is facing and knows |
| administrative nightmare to have to manually | | | | how to handle them. Ideally, look for coaches who |
| track who has taken their coaching sessions and | | | | have themselves held senior positions within |
| when they are due to meet with their coach | | | | organisations and can demonstrate success with |
| again. Unless managing the coaching process is | | | | similar clients. |
| part of your on-going role, it's best to find an | | | | References |
| organisation that can do all of this for you. In | | | | Any self-respecting executive coach should be |
| addition, think about what would happen if the | | | | more than happy to put you in touch with other |
| coaching isn't progressing in the way that you | | | | clients who you can contact for a reference. |
| hoped. A well structured coaching company should | | | | When you follow up on the reference find out |
| be able to explain who to speak to and how any | | | | about the aims and objectives of the coaching |
| issues will be resolved. | | | | programme they were engaged in - did they |
| Credibility | | | | achieve the outcomes they were looking for? |
| If you are going to 'sell' the idea of coaching within | | | | What was it like to be coached by them? |
| your organisation, you need to be sure that the | | | | Chemistry |
| coaches you put in front of your senior have the | | | | The chemistry between the executive coach and |
| credibility factor. Are they used to coaching at an | | | | their coachee needs to be right to have an |
| executive level? Do they understand the language | | | | effective coaching relationship. Ask the coaching |
| that will be used? Are the people having the | | | | company whether they are willing to meet or talk |
| coaching likely to take them seriously? In the case | | | | with the individuals being coached to make sure |
| of particularly feisty coachees, can the coach be | | | | it's right before the programme starts. |
| assertive and manage the relationship in a | | | | With the right partners, the Executive Coaching |
| respectful way without either party losing face? | | | | process can be an incredibly effective way of |
| You can usually tell this just from speaking to one | | | | developing the skills of your senior people. |