How to Choose the Right Executive Coach

600w082515ExecutiveCoach

A key theme I have found with high performers is a thirst for self-development. Throughout your career, you will have a variety of options to boost your professional growth. So what makes sense for you given the investment of time and money? During my 14-year career at Deloitte, I attended top-notch training programs year after year. I got tremendous value from each of them, but, after a certain point, I needed something tailored to my situation and needs.  

I vividly recall my first experience working with an executive coach. I was a director leading a politically charged global initiative, so it was invaluable to have access to someone who could give me perspective from the outside looking in. At the time, I didn’t fully understand what to look for in a coaching relationship. So, I want to arm you with some key criteria to consider as you forge ahead in your career.

In case you are wondering, there is a tangible ROI for coaching. This is not about just talking through things with an executive coach. According to a survey by the International Coach Federation, an investment in coaching pays off in a big way for both companies and individuals, with results including stronger performance, more cohesive teams, improved relationships and greater work-life balance.

Because the world of coaching has relatively few barriers to entry, do your homework when choosing a coach.

What kind of formal training or certifications does the coach have?

With over 20,000 members worldwide, the International Coach Federation advances the coaching profession by setting high professional standards, providing independent certifications and building a network of credentialed coaches.

Check to see whether the coach you're considering has formal training from an ICF-accredited program or an ICF certification. There are three types of ICF certifications: Associated Certified Coach (ACC), Professional Certified Coach (PCC) and Master Certified Coach (MCC).

What is the coach's background?

Research shows that when organizations hire coaches, they often look for people with strong consulting or business backgrounds. Ask whether the executive coach you're considering has successfully coached people facing similar issues to yours and whether she can relate to your business environment. Review the coach’s website or LinkedIn page for testimonials, representative clients and results.

What is the coach's philosophy?

Before engaging an executive coach, learn more about her philosophy and whether it will work for you. For example, I approach coaching as a partnership where the client and I each bring our collective experiences and expertise to the table. This helps us develop various options to tackle the situation at hand. As a former executive, I also have a bias toward simplicity, so I can make it as easy as possible for my clients to take action and get results.

What results can you expect to see?

Coaching is all about getting results, whether we're talking about hard dollars or soft skills. Look for a coach who will work with you to set concrete goals and outcomes for the coaching and has a proven track record of success. From working with high performers over and over again, I know the common themes that come up and I have a methodology to work through them. Ask any coach you're considering about her approach. But remember, you own the results. If the coach is taking more ownership of them than you are, the coaching won’t result in long-term change.

Is the coaching tailored or "one size fits all"?

When you look at it through the lens of lasting change, coaching has a much higher ROI compared with development methods like books or seminars because it is tailored to your specific situation. Executive coaching can feel like a big investment, especially if your company isn’t paying for the coaching on your behalf. Ask yourself what would have to happen or what you would have to achieve to make the investment worthwhile for you.

Is this coach a good fit?

Clients get the most out of the coaching when they feel that they can truly be open. If you feel judged, it will hold you back from sharing important information. Remember that even when working with a coach on business-related issues, it’s natural for personal issues to surface.

What happens after coaching ends?

I close out coaching with a client by coming full circle to review progress against the original coaching goals. Over 50 percent of my clients get promoted, so we usually have plenty to be excited about! We also identify their personal best practices (in other words, what really worked for them), and identify ways to sustain the progress on their own after coaching ends.

To learn more, visit the About Coaching page of our website. If you're looking for a coach, a couple of great next steps are consulting the ICF directory and exploring our own services for individuals and organizations. Got more questions about coaching? Get in touch via email, Facebook or Twitter to let me know what you'd like to see covered in future blog posts.

Fast, Easy Ways to Give the Recognition Your Employees Crave

Are you leveraging the power of recognition? Giving your team members feedback about what they're doing right and celebrating their achievements are simple but powerful leadership tools. 

And employees definitely notice when leaders fall short in offering recognition. In a recent poll, "not recognizing employee achievement" ranked first on a list of communication issues that prevent effective leadership. Sixty-three percent of the survey respondents in the poll said it was a problem for leaders at their company. Why is that number so high? Sometimes high-performing leaders tend to go without a break from one project to the next, not stopping to celebrate what everyone has achieved.   It takes only a small time investment, though, to make regular recognition a part of your leadership style. Here are a few ideas to try.

Use meetings to share successes.

Start team meetings by asking people to share their recent successes or what's been going well. This doesn't take long, and it makes people feel good because they start noticing what they're actually getting done. Your employees can emulate this practice in meetings with their own direct reports, which helps build a culture of recognition throughout your company. Besides boosting everyone's energy, getting into this habit gives you more information and insight about what is working.

Debrief often.

You don't have to block out time for a meeting to give employees feedback and recognition. Pull your team member aside for a few minutes after a meeting to talk about what she did well while the specifics are still fresh in your mind. Having these conversations is easier if you build a little breathing room into your schedule. Avoid back-to-back meetings so that you'll have time for these informal but valuable feedback sessions. You'll reap the benefits because employees will better understand what you value and want to see more of.

Write it down.

One of my coaching clients blocks out a few minutes every Friday to send a note praising someone for actions that were effective or that made a difference that week. My client even gives himself reminders to rotate the notes among different groups of employees so that recognition gets spread around. Think about how valued and motivated you could make your own team members feel with thoughtful emails or handwritten notes like the ones my client sends.

Recognize yourself, too.

Start keeping a log of your own accomplishments, no matter how small. Be sure to jot down the impact of each one so you recognize the “so what.” High performers frequently overlook their own value, so having strategies to help you notice your own is important. Use this information to proactively share your successes in a tasteful way. And take a look periodically to see what themes you notice. Reviewing this information can be a pick-me-up, especially when you don’t have a boss who gives you much feedback.

This week, choose one or more of these strategies to recognize your team members for their achievements. Even if you can invest only a few minutes, you'll start to see the impact quickly. For more ideas for your team, check out "Building a Strong Team," part of our Leadership EDGE SeriesSM. In this quick read, you'll find more easy-to-implement strategies.