Perspectives
Tips for Engaging the Right Coach
by Elaine Morris
Engaging an executive
coach is now a common practice today in both small and large
organizations. It has proven to be an
effective way to increase leadership performance, accelerating critical skills
needed in today’s fast-paced and complex business environment. When hiring a coach, how do you know if it
will be a good fit for your executive?
How do you know if the executive is ready for coaching or if he or she
will use this resource well?
What is COACHING?
First, let’s look at some definitions for
coaching. There are many! Here are two good ones.
A Coach is a person who
facilitates experiential learning that results in future-oriented abilities.
(Frederic Hudson, The Handbook of Coaching)
Coaching is a process that
fosters self-awareness and leads to the motivation to change, as well as the
guidance needed if change is to take place in ways that meet individual and
organizational performance needs. (David Dotlich, Action Coaching)
How READY is your executive?
In general, clients
should:
·
Want to change
and grow
·
Be willing to
be available for coaching meetings and assignments
·
Be capable of
envisioning a preferred future
·
Be willing to
think beyond own frame of reference
·
Open to
discovering barriers
·
Willing to try
out new ideas
·
Interested in
how others perceive him/her
·
Action
oriented
·
Able to trust
and generate partnership
·
Be capable of
follow through steps
·
Committed to
continuously learning
·
Interested in
new information and ideas
Evaluating FIT of the Coach
Experience Level – does
coach have sufficient background, training and longevity as a coach, or the
career experience suitable for the role?
Maturity – is the age and emotional
maturity a fit for the client?
Gender – for some clients,
it works better to keep same sex client relationships.
Business Background – does
coach have a wide range of roles and industry experience at many levels to fit
the needs of the client?
References – what do
clients say about the coach? What
results were produced? What kinds of
clients has she/he coached?
Fit for Client Needs –
determining the focus of the coaching is a key to selecting the right
coach. Is this for corrective performance
improvement, behavioral issues, emotional intelligence for leadership
development, grooming for next level up, management training, overcoming a
specific obstacle, designing a new vision/strategy, education and maturing in
the industry (mentorship), team leader development, assistance with major
changes, career direction?
Chemistry, Respect and
Rapport – this can be “best-guessed” but only confirmed after an initial
meeting. Client must feel comfortable,
yet challenged and have a good level of respect for the coach and his/her
credentials, background and style.
Qualities of a Coach
Here are some general
qualities to look for in coaches.
Emotionally Competent
·
Sustain
intimate bonds and relationships
·
Maintain high
levels of self-confidence and self-esteem
·
Imagine,
wonder, and envision
·
Listen
intently and objectively to others
·
Express
feelings naturally and appropriately
·
Display
gratitude and appreciation
·
Manage
conflicts fairly and directly
·
Seek and
maintain friendships that are mutually rewarding
Mentally Sharp
·
Possesses
legitimate personal authority
·
Gives and
receives criticism fairly
·
Reflects on
sense of self and its personal life course
·
Negotiates
useful and accurate coaching agreements
·
Distinguishes
between trivial and significant problems
·
Distinguishes
between situational and patterned distress
·
Provides
accurate feedback
·
Observes and
understands the conduct of self and others
·
Knows how to
conclude coaching relationships professionally
Action Oriented
·
Discerns and
clarifies personal values in self and others
·
Collaborates
effectively and acts fairly as a team player
·
Celebrates,
has fun, and pursues affirmations and rituals
·
Plans and
feels responsible for making the future happen
·
Lives his or
her own beliefs and concerns
·
Challenges,
tests, and expects high performance from self and others
·
Looks for ways
clients can experience their strengths
·
Looks for ways
clients can learn to be self-directed
·
Looks for
social settings and activities that can enrich the coaching plan
·
Validates and
rewards the efforts of others
·
Embraces
diversity in men and women and in people from other cultures
Coaches Connect Short-Term
Strategies to Longer-Term Plans
·
Evoke a sense
of purpose with clients
·
Facilitate
compelling visions of the future with clients
·
Convert
planning into scenario building: design the future
·
Conduct
personal and professional strategic-planning and time management sessions with
clients
·
Be effective
at facilitating small group process, including emotional work
·
Facilitate
persons and human systems through times of transition
·
Promote
personal renewal and career resilience
Coaches Seek Balance
·
Understand
appropriate adult roles throughout the life cycle
·
Model and
teach the balance of roles and show how to be one person in all roles
(Source
of Coach Qualities: The Handbook of Coaching, Frederic M. Hudson, PH.D.)
About
the Author: Elaine Morris is
principal consultant and founder of Sea Change Inc, an organizational
effectiveness firm based in the