"You cannot teach a man anything, you can only help him discover it within himself." Galileo
Selecting the right Executive Coach is a key decision if your coaching experience is to be successful.
So, how do you find the coach that's the "best fit" for you?
The answer is based on your Compatibility and Chemistry because finding the right coach can make a profound difference in reaching the level of mastery desired.
The key elements of compatibility and chemistry that executives should consider when selecting a coach center on:
♦ The executives particular coaching needs and preferences, and ♦ The coach's capacity to address those needs and objectives.
When attempting to determine your compatibility and chemistry with a coach the following four capabilities should be surveyed:
1. Executive Experience -
The capacity of the coach to understand what the executive is going through is clearly of central importance. It is not necessary that the coach has a "walked in my shoes" or "been there-done-that" similar professional background but rather has real world leadership and executive experiences that reflect the complexities and demands of delivering services and/or products in an evolving and changing economic marketplace.
2. Credibility -
To be effective, your coach should have a high degree of credibility in regards to the areas of coaching needed by you the executive. Essentially, this means the coach should be able to quickly comprehend and address the executive's complex leadership and executive agility needs from both individual and organizational perspectives.
An essential complement to credibility is a sense of trustworthiness given the confidential nature of the coaching conversations. The coach must establish a safe environment where the executive can work through tough issues with confidence of attaining a high level of leadership and executive mastery.
3. Value Proposition -
No coach can address every conceivable need of an executive; therefore, it is important to understand exactly what the coach brings to the table in relation to what is needed to produce a successful coaching result. In essence, the coach needs to have a very solid value proposition for why the coaching experience can be helpful to both the executive and their organization.
4. Credentials and Training -
The Harvard Business Review described coaching to be "...as much art as science," but then went on to identify four key disciplines critical to high-quality coaching: consulting, management, organizational development, and psychology.
♦ Consulting skills relate to the solving of organizational problems spanning a range of issues that hinder strategic and operational effectiveness.
♦ Management, as implied here, addresses the ability to relate to day-to-day realities and pressures of actually running an organization.
♦ Organizational development experience is directed at the ability to link individual behavior and organizational culture.
♦ Psychological understanding of human behavior is important for the success of both individual and organizational change.
It is important to note that very few executive coaches, or anyone else for that matter, posses equal levels of the four key disciplines critical to high-quality coaching mentioned in the Harvard Business Review article.
When Making Your Coach Selection...
The key, therefore, to making your Coach selection is to select someone using these four capabilities that are ccompatible with you and your needs and situation and fosters a working relationship reflecting true chemistry.