Here's how you can ask the most important questions during an executive coaching interview.

Before interviewing the coach, it is also very important to anchor yourself and crystalize what you are looking for in a coach, what do you want to focus on, and what you expect to get out of coaching. For example, are you looking for a coach who is a bit more structured, has past significant leadership experience, and is a female leader who also understands women’s challenges? Other logistical but also important factors may include it will be easier if the coach is in the same time zone as you are, etc.

Ask this three potential coaches: "Please explain in simple terms, in one minute, how you'd work with me. I want to understand your coaching approach and what I can expect from our sessions." This will help you understand the differences between coaches.

When assessing a coach's background, prioritize those with real business experience, especially if they are entrepreneurs. Their firsthand knowledge and broad experience in navigating the challenges of entrepreneurship can be invaluable. However, the most crucial aspect is your gut feeling about the coach. A strong intuitive sense can lay the groundwork for trust and chemistry, which are essential for a successful coaching relationship. Imagine that you are choosing a navigator for your rally, like Paris-Dakar. You are the driver, and you need to find the best partner to win the race. Your coach is exactly this kind of navigator in your business journey for your desired goal. By carefully considering all factors, to find the best partner.

One of the most important points to uncover is a potential coach’s approach. - model or methodology based? Coaches who use the classic GROW model are an example. Or - organic or customized approach. A question-based or inquiry approach that discovers what could be most helpful. A bonus question might be how data is gathered. Will the coach look at existing 360 or 180 data? Will the coach use a quality psychographic instrument or go to simple DISC-type approaches? Finally, step back and see how the potential coach’s answers align with your needs. Do you want or need in-depth and personal discovery? Trust and comfort are then the next consideration. There must be both a methodological and relational fit.

Understanding a coach's philosophy is key to a successful coaching relationship. By delving into their core values and beliefs, we can ensure alignment with our own goals and preferences. It's crucial to find a coach whose methods challenge and support us effectively on our professional journey. Missing Point: Additionally, inquire about their track record and client testimonials to gauge their effectiveness in translating philosophy into tangible results.

Consider the following four areas when you touch on their coaching philosophy: Priorities: What key areas do they focus on, such as leadership development, strategic thinking, or emotional intelligence? Methods: What frameworks or techniques do they use? Do they emphasize action plans, reflective practices, or feedback mechanisms? How they measure coaching results? Adaptability: How do they tailor their approach to fit individual client needs? How about the entire organization and its culture with regard to leaders' preferences, values and beliefs? End Goals: What long-term outcomes do they aim for? How do they ensure these outcomes are sustainable? How about stakeholders and their point of view?

It's essential to understand a coach’s philosophy and approach. For instance, I incorporate NLP (Neuro-Linguistic Programming) techniques and align my practice with the ICF Core Competency model. Ask about their methods and how they tailor their coaching to individual clients. This helps you gauge if their philosophy matches your learning style and goals. For example, I explain how I use NLP tools to help clients reframe their thinking and achieve breakthroughs.

Un coach debe tener la capacidad de inspirarte, de. generar confianza en las conversaciones, pero sobre todo en retarte y desafiarte, pero en un proceso donde te sientas motivado en generar cambios importantes. La forma y filosofía de como aplique el coaching es medular para asegurar la forma te involucrarás en el proceso.

This is where a thought partnership can be highly effectively. It means both you and the coach will come into the conversation with some ideas about how to measure success. It is also helpful for you to develop some clear metrics, especially focusing on leadership capabilities, to surface with the coach. In addition to the benefit of aligning with the coach with what areas you expect to see results, it is also essential to bring your direct manager along so he/she can guide, support, and reinforce these changes.

To best measure the success of your coaching engagement consider ABCDE: A. Visibility: How will progress be monitored and reported? Will there be regular updates or assessments? B. Sustainability: How do they ensure that the changes and improvements are long-lasting? C. Customization: How are the success metrics aligned with your personal objectives and the broader goals of your organization? D. Objectivity: Reflect on your preferred way to measure success as a leader and evaluate whether it is truly objective or just your point of view. E. Stakeholders: Ensure engaging stakeholders in your transformation and involving them in feedback-based monthly meetings can significantly aid your growth.

What is not measured cannot be managed. A coach's ability to set SMART ( Specific, Measurable, Achievable, Relevant, and Time-bound) Metrics sets the stepping stones to Success. It's important to be aware of the Metrics used by the Coach in the past and how they align with the coachee's goals and the overall organisation's objectives. Additionally, awareness of the coach's competence in using tools to define and track progress will ensure that the Metrics are Quantitative and balanced with the Qualitative Metrics via feedback and observations.

Inquire about how the coach measures success. This could include specific KPIs, feedback mechanisms, or other metrics. I discuss with my potential clients the importance of setting clear, measurable goals and regularly reviewing progress against these benchmarks. This ensures accountability and provides a clear indication of the coaching’s effectiveness.

Un buen coach es el que define objetivos que sean lo suficientemente medible y que permita identificar el progreso. Los KPIS son claves para calibrar si las acciones que tomas tienen impacto positivo en tus objetivos. Asegúrate de definirlos y que ambos puedan estar conformes sobre ello.

Example of a coaching structure 1. Initial Assessment and Goal Setting - Use tools like 360-degree feedback and psychometric assessments, and establish clear, measurable goals. 2. Development Planning - Outline steps and resources, align on expectations with coach and manager 3. Regular Coaching Sessions - Every 2-4 weeks, 60-90 minutes. - Address challenges and progress and use active listening and feedback. 4. Midpoint Review - Assess and adjust plans, involve manager in check in 5. Continued Coaching and Support 6. Final Assessment and Reflection - Evaluate progress and reflect on growth and future goals. 7. Follow-Up and Sustainability - Schedule 3-6 months post-coaching, and ensure continued development.

Understanding the logistics of the coaching engagement is vital. Ask about the duration, frequency of sessions, and availability for additional support. For instance, I outline my typical engagement structure, which includes bi-weekly sessions, regular check-ins, and availability for urgent matters. This helps set clear expectations and ensures a structured approach to the coaching relationship.

Excited to learn more about the engagement structure! It's key to align coaching with professional life. Regular check-ins, homework, and assessments enhance accountability and progress tracking. Looking forward to experiencing your organizational skills in action!

The engagement structure is pivotal for a fruitful coaching journey. Your diligence in detailing the logistics is commendable. One aspect that could further enrich the process is outlining a clear framework for tracking progress and addressing any emerging challenges. This ensures accountability and maximizes the impact of the coaching sessions. Looking forward to seeing how this comprehensive approach fosters growth and development.

A fruitful coaching partnership relies on mutual understanding and active collaboration. Define roles: Clarify your respective roles in the coaching process, evaluating how much autonomy you'll have and what's expected of you in return. Clear boundaries help foster mutual respect. Assess power dynamics: Gain insight into whether the coach views you as an active participant or a passive recipient in the process. A balanced partnership fosters growth and trust. Establish communication styles: Determine how you both prefer to communicate and accommodate each other's styles. Emphasize collaboration: Champion yourselves as partners, working together toward common goals.

I once had a client who felt unheard and powerless after a disastrous coaching experience. When interviewing a potential coach, ask tough questions. How do they envision your collaboration? What role will you play? Will you be an active participant or a passive recipient? While the coach should lead, they need to be open to where you want to go and where you don't. Do you want someone just to instruct you, or do you want a partner who sees you as an active participant? Remember, this is your journey, and you deserve a coach who aligns with your values and goals. The interview process goes both ways - don't settle for less.

Understanding the dynamics of collaboration is crucial in any coaching relationship. Your insights resonate deeply with me. I'd add that fostering open communication channels is paramount. Transparency and mutual respect can enhance the journey towards growth and development. Looking forward to seeing how you navigate this aspect with your clients!

Good leaders like accountability. They also like being held accountable. In the course of a coaching session, you may come up with action items that are worth pursuing. Both the coach and the executive should retain a copy of the "to do" items that come out of a coaching session. When an executive reviews this list within a day of the coaching session, their likelihood of completing (or at least starting) each task increases. A coach can send a reminder note as a small nudge if they deem it helpful. They can then review the list at the next coaching session to see if the items needed to be reprioritized or to work through any obstacles that are hampering progress.

I would suggest asking if the coach adheres to a professional code of ethics and participates in ongoing education, such as the certification imposed by the International Coaching Federation. Additionally, check for other relevant experience, such as HR, entrepreneurship, or a background in your industry, which could be beneficial for your specific needs.

Poser les bonnes questions est la base de tout coaching efficace. En se concentrant sur les objectifs professionnels, les défis actuels et les aspirations à long terme de son coaché, un coach peut mieux comprendre les besoins de son client et adapter son approche pour maximiser son impact. Il est essentiel de formuler des questions ouvertes qui incitent à la réflexion et à l'auto-évaluation, telles que ??Quels sont vos principaux objectifs à atteindre cette année ???ou ??Quelles sont les plus grandes difficultés que vous rencontrez actuellement ???. En approfondissant ces sujets, le coach peut identifier des domaines de développement potentiels et inviter son client à élaborer un plan d'action véritablement efficient.

Something else to consider is how to prepare your client about assessment, whether is is psychometric assessments such as Hogan, or it is about 360 assessments. I have seen leaders who can be very resistant to assessment results especially if it is not as favorable as they expected Things to do to help: 1. Continue to reinforce the purpose of assessment is for development, not evaluative in nature. 2. Even if the client becomes defensive about the results, guide him/her towards a place of openness, by framing it differently, such as 360 results are reflection of a perception. 3. See the expectation up front about how people can benefit from assessment when they keep an open mind.

I don't see social style mentioned above. Whilst I am not advocating for picking a coach that is the same as you, understanding each others' preferences and norms is crucial to a successful coaching engagement. One way to think of this could be to check whether the Executive Coach is faster or slower in terms of pace, and more people or task oriented. Contrast this with your own style as the coachee. You will understand any differences that you will need to navigate.