September 22, 2019

The Coaching Experience

Executive coaching is a partnership between an executive and coach with the mission to improve the executive’s effectiveness. This will ultimately improve the performance of the business. Typically, coaches are retained to assist the executive with improving or acquiring skills necessary to be more effective in their current position as well as skills necessary to advance to new positions. It is also an opportunity to discuss and explore potential paths for longer term career direction.

Since there are many executive coaches in the field with varying backgrounds, it is important that the executive understand the goals for the coaching engagement so that the appropriate coach is retained. With this in mind, following are some areas to explore when interviewing perspective coaches.

Background/Experience

Explore the background of the coach to understand the viewpoint from where they are coaching. Coaches are typically former business executives, HR executives, training
executives, associates with psychology backgrounds or in some cases psychiatrists (M.D.s). Gain a good understanding of the basis for their coaching. For example, coaches with business backgrounds will generally coach from their direct experience of being in the executive’s position or the position of more senior executives, while psychology backgrounds will work more with modifying behavior for performance improvement. Assess which will most likely be a better fit for what you want to accomplish.

Process

A process is essential for guiding an executive through an improvement program. Have the prospective coach walk through the process they are recommending and understand how it may vary between executives. Coaching processes vary greatly, so be comfortable with the plan that is developed for you. Executive coaching engagements typically range from three to twelve months, the most common being six months with monthly extensions if desired. Ensure that you understand what the process looks like over an extended length of time. Although the initial coaching engagement may be three or six months, it is not uncommon for executives to extend their coaching time if significant progress is being made.

Deliverables

Understand the deliverables for the assignment. Will measureable improvement in the agreed upon areas be seen? Will a development plan be delivered? How much time will be invested over the coaching period? Regular sessions? Is the coach planning on observing the executive in actual workplace conditions? Will the coach be available for advice outside the scheduled coaching sessions? Are reading assignments or reading recommendations part of the program? Understand the value you will be getting from your coaching investment.

Assessments

There are a variety of behavior, personality and feedback assessments utilized by coaches. Understand which assessments, if any, the perspective coach is proposing and how the coach will utilize the information. Some behavior  assessments are used by coaches to understand how the  executive thinks or how they approach issues. Some assessments are utilized by the coach to better understand the personalities of their coaches so that they can tailor how they interact with them. How will the perspective coach gather and utilize 360 degree feedback data? If a recent 360 has been done, will it be used, rather than repeating the process? Understand what tools will be utilized and how the data will be used to improve effectiveness.

Experience

It is not necessary that the coach have direct experience in the matters of the executive’s department or even the industry. The main objective of the engagement is to assist the  individual with ways to improve performance which will ultimately improve the business. No matter what the background, the executive coach should have experience in the business environment, either directly or from working with executives in similar situations to the executive. Have them discuss some similar coaching engagements they have experienced.

The coach/executive partnership should be a very secure, confidential and trusting relationship. It is an opportunity for an executive to discuss any career concerns that may be difficult sharing with supervisors or colleagues. It is an opportunity to obtain an outside objective view of the executive’s behavior and career thoughts. Because of the very close partnership that should exist between a coachee and a coach, the executive should get a feel for chemistry with the coach. In addition, the coach should show solid listening skills and broad thinking. Further, it will also be important for the coach to establish a good relationship with the executive’s supervisor and other key stakeholders in the executive’s career development since at times supervisors and stakeholders will be involved in the process. Try to assess how the coach will get along with these other associates.

Working with an executive coach is an exciting opportunity to improve performance through a dedicated one-on-one program. An executive coach will bring best practices from other successful industries and executives. It is a best practice to interview at least 3 coaches from various backgrounds to ensure that you select one that is right for you and the coaching objectives that have been set. Most importantly, enjoy the process!