Executive Coaching Guru

Qualifications are a bone of contention to those that possess them, don’t have them or are looking to utilise an executive coach. How do you choose a good executive coach?

1. Word of mouth from a trusted source will always be the predominant factor.
2. References that you HAVE spoken to, that have been coached by the individual in the last 24 months, should run hand in hand with the above.

In business you soon notice that people see themselves as great coaches or believe that this could definitely be a good thing to do to escape the rat race. I’ll become a coach! The reality is like just about any other profession or skill, just because you can do it doesn’t mean you should do it and come to think about it, just because you have been on a course doesn’t mean you are qualified to do it.

Case in point: Ever had a bad experience with a doctor, lawyer or estate agent? All have qualifications.
Another point to ponder:Ever had bad meal in a restaurant? I bet the chef has a cooking qualification on the wall!

Being qualified doesn’t in itself mean anything, but by the same token having no qualifications can be a really bad idea. Because I don’t care how bad the doctor is I’m still going to choose one with a big certificate on the wall versus my mate over the road, who says “he’ll have a crack at it!”

And of course this is the bind there are many executive coaches out there without a single qualification (these are normally the older, more seasoned coaching veterans) or perhaps they where senior players in business, sold up, paid off the mortgage and thought what next. Sir John Harvey Jones (The original troubleshooter), doesn’t have a executive coaching qualification, but you’d remortgage to have him as your coach.

There’s another factor in play, anyone with multiple qualifications in coaching all topped off with a Coaching Msc, has surely made the effort to get good at their chosen field? And yes they have, just as the MD who turns to coaching has experience coming out of their pores.

But I hear you ask,  ”Guy, what happens in your experience when you interview executive coaches to partner to senior leaders?” Ah! Well strange you should ask! Guess what it always comes down to whether or not the person is ‘qualified’ to be a coach, which means:

- Attitude
- Experience
- Commercial Acumen
- Personal Credibility
- Relationship Awareness
- Courage
- Political Savvy
- Common Sense
- Coaching capability

Qualifications? Well to be honest (and I have qualifications to) qualifications don’t really mean anything in isolation, they do of course point to the attitude of the individual in regards to their own professionalism and they demonstrate that the individual has knowledge on the topic.

What’s my point?

Well most importantly if you are thinking of working with or hiring in an executive coach:

1. Points 2 at the beginning of this blog is a must
2. Use your own judgement
3. Allow your instinct to tell you if the person in front of you feels like a good fit
4. Continually question if the relationship is adding value
5. Don’t presume they know YOU, better than you know YOU!
6. Are you reaching the milestones you both agreed on
7. Is the coach really contributing, by sharing their knowledge and emotion

An executive coach can add enormous value to you and/or the organisation, but a bad one can be equally damaging: Choose well & trust your own judgement!