Find the Right Coach: 8 Guidelines for Executives

It seems that coaches are everywhere thesethere to help you improve your game, not to
days.Senior Executives are hiring coaches inferret out and fix every flaw. The best results
increasing numbers, and for a wider variety ofare achieved by focusing on strengths, not
reasons.In the past, coaching was viewed primarilyweaknesses.Of course the right coach will help
as a remedial tool for executives whose careersyou identify and correct major stumbling blocks
were skidding. Today more and more leaders useto progress. However, the primary focus should
coaches on a consultative basis, for everythingbe maximizing your strengths, so that your
from accelerating leadership transitions toweaknesses become irrelevant.5. Confidentiality Is
facilitating board, shareholder and employeeKeyA sense of trust and safety is critical to a
relations.Today's leaders proactively seek coachingproductive coaching experience. Coaching isn't
to build on strengths, accelerate initiatives andtherapy, but you should feel comfortable revealing
identify potential derailing obstacles before theyany relevant information to your coach.It's not
cause serious damageWhile locating a coach mayuncommon for personal issues to arise that are
be as simple as asking a colleague or entering anot entirely business-related, but affect outcomes
few words in a search engine, finding the rightfor better or worse. Make sure your coach has a
one for your specific needs can be a bit moreconfidentiality policy with which you're
difficult.So how do you locate a coach with thecomfortable.6. Look for Psychological Savvy While
right skills and expertise that match your needs?advanced degrees aren't any guarantee of
And once you get started how can you workeffectiveness, a psychologically informed coach
with your coach to benefit the most from thecan help you use interpersonal dynamics to
experience?Over many years of working withfinesse conflicts and reduce any negative impact
senior executives, we have formulated 9 practicalon company performance.A good coach will be
suggestions. To gain the most from your coachingmultifaceted - able to combine one-on-one
experience, follow these guidelines:1. Define yourcoaching with effective team intervention as
goalsneeded. Knowledge of both interpersonal and
What are your most immediate goals? Whatgroup dynamics is important to successful
long-term results are you seeking? By consideringoutcomes.7. Value Honesty The best coach isn't
your objectives in advance, you'll more rapidlyafraid to tell you the things you need to
identify the best person to work with.SomehearRemember, the higher up you are in the
common reasons why Executives seek coaching:company, the harder it is to get honest
information. People around you have a vested
accelerate career advancementincreaseinterest in keeping you happy. Many of them may
leadership effectivenessimprove presentation andalso fear a "kill the messenger" response.It's easy
communication skillsimprove negotiationfor coaches with minimal training to fall into a trap
skillsreduce stressenhance careerof giving feel-good answers. After all they risk
transitionsprovide insight for more objectivebeing fired if they give advice the client doesn't
decisionsimprove interpersonal and teamlike.Dr. Steven Berglas, former Harvard
relationshipsassist with crisis or changepsychiatrist and instructor at UCLA's Anderson
leadershiphelp lead culture changeenhanceschool, explained in an interview with Chief
executive hiring decisionsimprove delegation andExecutive Magazine, "A lot of times consultants
reduce time constraintsplan retirement or theand coaches are deemed great because they're
next careeradding syrup to a sundae. They just go along;
they're 'gaysayers' and proponents." The CEO
2. Establish Rapport You want a coach whomay feel good, but little progress is made. In fact,
listens. The best coaches are objective andaccording to Berglas, an "alarming number" of
unbiased. They save insights andcoaches who lack psychological training hurt their
recommendations until they have listened,clients more than they help them.Instead of
assessed and fully understood yourlooking for consensus, weigh your coach's input
situation.There's no formula for assessing rapportbefore you make your own decision. After all,
in advance. And no credentials or testimonials willthat's what you're paying for.8. Give your coach
allow you to figure this out. You'll get a "gutaccess. Make it easy for your consultant to do his
feeling" in your initial conversation or two whetheror her job. Allow ample rein to inquire, research,
this is the right collaborative relationship. If thesurvey, whatever it takes to thoroughly
feeling isn't there, don't make the assumption thatunderstand the issues and, most importantly, get
things will get better over time -- keep looking.3.you the information you need.Locating the right
Be Yourself The right coach will help bring outcoach for your needs can be tricky but these
your best, not try to change you into someoneguidelines can increase your chances for success.
else. One sure way to recognize a poorly trainedThey will help you launch an ongoing, beneficial
coach is if he or she recommends a categoricalpartnership with your coach and keep it that way.
change based on a textbook standard.With the right collaboration, you'll find that you can
Experienced coaches can pinpoint specific areassignificantly compress the time you need to
where a small change can lead to a significantachieve your most important goals.© 2005
result.There's no point in trying to becomeDr. Robert Karlsberg & Dr. Jane AdlerDr. Robert
someone you're not. You'll squander preciousKarlsberg and Dr. Jane Adler are senior leadership
energy and become less effective. The rightconsultants and founders of Strategic Leadership
coach won't try to change you just for the sakeLLC. They coach senior executives who want to
of change. Find a coach who'll help you be yourmaximize performance, facilitate transitions and
best self.4. Look for a positive focus A coach isaccelerate major change initiatives.