You're looking for an executive coach. What qualities should you prioritize?

¿Qué mirar? 1) Revisa su preparación: Entrenamiento como Coach y credenciales. Hoy cualquier agrega unilateralmente Coach a sus competencias sin haberse formado o entrenado. Ten cuidado. 2) Buscar alguien especialista. Si un Coach te dice que está entrenado para cualquier tópico o lo que tu necesites, entonces no es excelente en ninguno. Ve qué es lo que necesitas y busca un coach experto. 3) Identifica bien si tu tema es más de vida o es más de tus habilidades y desempeño en la empresa. Si tiene que ver más con como desplegarte en la empresa, contrata un Coach que sea un Ex Ejecutivo y que hable tu mismo idioma. 4) Contrata el mejor coach, esta inversión es para ti y busca a los mejores y las mejores. Un abrazo y buena semana.

When seeking an executive coach, beyond credentials, good references, studies, and programs completed, I believe the following factors are most important: i) That they have worked in the same position you currently hold or even better a CEO. (any industry) ii) I prefer a coach who is at a stage in their life where they stay updated, such as an independent board member or MBA professor, as staying current is vital and they should be in a stage of creating a legacy, wise and motivated by purpose. iv) Finally, I believe the most important aspect is the "click" - compatibility with you, generating trust, and been humble. As a bonus, as mentioned by other contributors to the article: pay as much as you can afford. The ROI will be High!

Before you reach out to a coach, the coachee to strengthen the "Why" behind their search. Know what in specific they want as an outcome. Once this is clear, these could be aspects they look for: 1. Energetic Alignment & Trust - Can the coachee trust the coach and be ok to be vulnerable during the session? Does the coachee feel the energetic vibe to work with the coach? 2. Client Experience - The coachee can research and/or ask about the kind of coaching they have rendered before and if this meets their need. If needed, ask for testimonials 3. Credentials - Select a coach with sound coaching credentials and expertise in the area you want to be coached 4. Listening - Does the coachee feel listened to in the chemistry session? If yes, great!

Consider an executive coach who offers: 1. Broad Experience: Insights from varied backgrounds can be invaluable. 2. Customized Approach: Tailors strategies to your needs. 3. Proven Impact: Evidence of success through client feedback. 4. Active Listening: Ensures relevant, personalized guidance. 5. Continuous Learning: Keeps abreast of the latest in leadership. 6. Empathy: Provides a safe, comfortable space for growth. These key points will guide you to a supportive coaching partnership.

When seeking an executive coach, prioritizing experience and expertise is crucial. You'll want someone who possesses relevant knowledge and a credible track record within your industry or field. Their understanding of your specific context, challenges, and opportunities can significantly impact the effectiveness of the coaching relationship. Look for evidence of their testimonials and case studies from previous clients. Additionally, consider their qualifications, certifications, and ongoing professional development to ensure they remain current and proficient in their coaching practice. Ultimately, selecting a coach with extensive experience increases the likelihood of achieving your desired outcomes and maximizing the coaching experience.

Trust and rapport are the magic ingredients, that transform the conversation space, into not just a safe space, but also helps dive deeper into our values and beliefs, that are usually behind the paradoxes we face. These perceived blockers or dilemma situations are actually opportunities for self discovery and action. Without trust and rapport, it's impossible to navigate these emotions with authenticity. It's a coach's primary responsibility to be able to establish that non judgemental and confidential safe space, for the coachee to open up enough, with right introspection, for progressive actions to emerge. That's where magic happens!

Ask yourself: Am I willing to be vulnerable with this person? Do they lead with questions instead of answers? Can I envision them having enough encouragement to inspire me and enough accountability to keep me honest? How are they growing as an executive coach that will support me?

Trust is fundamental for any relationship, and in a relationship between a coach-coachee, this is uncompromisable. The chemistry session is a good testing ground for both to assess whether trust can be built effortlessly. This is called an energetic alignment. If too much effort is needed for trust building, I would recommend the coachee to meet 2 or 3 coach's to find the most suitable alignment. Trust is the foundation on which the building of personal and professional exploration is built. It is the thread that binds the growth and transformation of the coachee and it forms the security for a coachee. A coachee is never dependent on the coach, however, they do feel secure in this coach-coachee container. It is a special relationship!

Trust and integrity is THE key to build and sustain the relationship. It’s very important that the coachee feel comfortable to do open, honest communication with the coach, which includes not just what they say but how they feel, how they interpret, how they responded etc . And this can happen only if they feel that the coach is credible and trustworthy to share all their vulnerabilities and not just judge them! The shared values and reciprocity with empathy matters a lot. It does take little more time to establish this relationship to be built based on solid trust and empathy as foundation but the very essence of the outcome will be rewarding ..

TRUST is imperative... you will need to be vulnerable and open up so ask yourself if this is someone that you feel you could do that with. It takes time to build rapport but you can use this as an exercise to hone your trust skills!!

Every person’s growth is different. Whilst a methodology is great as a direction of travel, it’s about how it gets customised to your needs. However, it’s important that your coach establishes clear ‘contract’ with you, every session, to ensure it’s in service of your goals rather than the coach’s methodology.

Coaching has many benefits but the biggest in my view is Clarity. A good executive coach sees and helps you see things you wouldn’t see otherwise. And clarity is what gets you inspired and unstuck especially since most of us suffer from information overload, are biased and are preoccupied with short term matters. Yes chemistry is important. But the ability to deliver clarity is paramount. 👌😊

First and foremost, look for a coach with professional coach training, and a certification from an organization like the International Coaching Federation (ICF). That provides some assurance that your coach has a foundational understanding of the guardrails of the coaching profession, will operate in a professional and ethical manner, and understands the difference between coaching, mentoring, and therapy. Then, interview at least 3 coaches to find your “fit”. Ask yourself, do I feel safe and comfortable with this person? Can I be open and honest with them and myself? Do I feel seen, heard, and respected? Finally, all throughout the engagement, continue to evaluate your relationship: are you growing, changing in the direction you want?

A successful coaching relationship requires regular and consistent communication, feedback, and support. Ensure that the coach can accommodate your schedule and availability, and that they are responsive to your inquiries and requests. Look for a coach who is committed to your development and willing to invest the time and effort necessary to help you achieve your goals.

Executive coaches has their own techniques and methodology and this is perhaps what differentiates them from others. Yet it is instrumental to have a personalized strategy by individual client and to incorporate in it the relevant techniques. Also methodology needs to be shared with the client before hand and both an agreement and a development plan are put in place right after the discovery session and before the very first coaching session.

Everyone's schedule is full and even over booked! Yet coaches expect to have access to their coach outside coaching sessions too and this is normal. Before on boarding a new Executive, the coach needs to make sure they didn't reach a full capacity in order to still be able to be present for their clients, physically and mentally.

Prioritize a coach who is up to date with modern communication tools like Voxer, beyond just availability and flexibility. These platforms, unlike email, foster immediate, personal exchanges fitting busy schedules. They support a dynamic, real-time dialogue, enhancing the coach-client connection. Look for a coach who embraces these tools, ensuring a richer, more responsive coaching experience. This approach deepens interactions and facilitates breakthroughs, making the most of your valuable time and investment in coaching.

Today coaches wanted to leverage on every client. We try to place full pressure on us to leverage every client. This happens from the preparation of 100hrs-500hrs-2500hrs onwards. If we are full, we cannot do full justice. We can check our schedule & if we feel its full, we can offer it to another capable coach.

This ensures you choose a coach who challenges both themselves and you to adopt new skills, perspectives, and strategies. A coach with these qualities values feedback, embraces change, and promotes a culture of curiosity and openness. They should be willing to learn not only from their experiences but also from yours, fostering a learning culture within your organization. This approach is crucial for dynamic career development and achieving your full potential. In your search, consider these attributes as indicators of a coach's ability to guide you through personal and professional growth, making the selection process both strategic and insightful.

Coaching is also a very adaptable skill and we need to keep working on learning from our coachees as well. Every person brings different perspectives and as a coach, we should be able to help them stand out and achieve their goals but that can only happen when we are not rigid in our approach and adjust based on specific needs and wants.

Yes a growth mindset for learning and development is pivotal. Though my experience show that it is the mindset for actually want to commit to the transition and thereby the transformation that makes the difference. Without responsibility for own growth and looking inwards no results or impact and without no commitment nothing or little with happen. Always work with the area of development that bring the biggest carrot (towards goals) and minimize the stick goals (way from) in order to bring the ROI for this process.

A coach cannot become a coach if he/she gets a certificate or a credentials. Being a coach needs continuous learning. My personal choice is having a learning cohort with coaches. We can learn new models, cases, experiences etc.., without updating or being relevant, we cannot become a good coach

Coaching experience and accreditations are the starting points followed by the corporate and functional backgrounds. The extent and level of leadership experience will also be important. During the chemistry session, one can assess the softer aspects of coaching like listening, understanding, connect etc. Availability and virtual/physical feasibility should be the next part to be cleared of. I'm sure, once someone starts looking for an Executive Coach, one will get a good match.

Coaching styles of different Coaches delivering Executive Coaching is quite akin to different restaurants serving the same dish. The ingredients may be the same, but the taste and experience for the consumer, could be quite different! It is critical to have a "taster" session , or in coaching terms, a "Discovery" session to finalize your coach. The key to choosing an Exe. Coach, is to look for prior experiences the coach has had in your specific context. These can be in the form of actual experiences the coach has had or experiences they had while coaching others in similar context. There is never a perfect taste, nor is there "one size fits all". Important is to get a good sense of flavor of your potential Coach, before saying YES!

It's not about what you "should" prioritise. It's more about what factors are important to you, and how you prioritise them. Be clear whether you want to work with a coach who helps you improve your thinking, make better decisions, and develop as a person and a leader, or are you seeking a mentor who gives you advice. Coaching is very personal work, so it's good to choose a coach with whom you feel safe to discuss openly. A coach who has a compatible personality, communication style, and values with you is helpful. You'd also most probably appreciate a coach who demonstrates empathy, respect, and integrity.

When searching for an executive coach, it's smart to check if they're ICF credentialed; that indicates they have the necessary qualifications and training. Consider interviewing about 3 coaches to find the best fit for your needs. Keep in mind that your coaching requirements may evolve over time, so it's a good idea to explore how different coaches offer their services.

Look for who inspires you, with whom you feel trust and safe space, who has worked with leaders like you, who understand your context and challenges, who empowers you - by believing in your unlimited potential, who is expert in specific areas and can share examples, who is certified, preferably from ICF or equivalent , someone who continue to develop further him/herself and someone who has been where you are now - not necessary in your exact role but overcome challenges you deal with and who can share results and talk from practice not theory.