Blog March 23, 2017

How to select the right coach

Guideline through the coaching jungle

Your management is ready to spend money on executive coaching. That’s good news. Now it’s your job to recommend the right coaches for the development of your high potentials. This can be tricky as the high number of coaching providers makes it difficult to separate the wheat from the chaff. So how to find the best fit coach for each of your employees?

Get inspired by recommendations, mouth-to-mouth referral, contacts and research. Make a shortlist of interesting external coaching partners and invite at least 3-5 candidates for a telephone interview. This should take around 45 minutes and reveals fast if the chemistry is the right one to work together and if concepts and methods are also matching. To get the most out of your interviews we’ve prepared some questions which can guide you through the call: 

  • What is your coaching philosophy?
  • What concepts and methods are you following?
  • What tools and assessments do you use?
  • What relevant business experience do you have at the required level?
  • What other formal qualifications do you have?
  • How familiar are you with our industry?
  • What references can you submit?
  • How do you measure and evaluate the process?
  • What are you doing for your own professional development?
  • Do you have a coach?
  • Why would you like to take this assignment? 

Now you’ve finished the interviews and you probably have a favourite candidate(s). Ask your employee to have a get to know-meeting with your first choice. This will give him the opportunity to see if the prospective coach matches his needs and expectations. Help your employee to have this conversation at eye-level with the coach by giving him the following questions to hand:  
 

  • How to set up goals and align them with my business targets?
  • How to observe performance throughout the coaching process?
  • How to measure the success of a coaching session?
  • How will you measure your own effectiveness?
  • What should I do if I feel the coaching isn't helping me?
  • What kind of information should I share with my manager?
  • How will you handle confidentiality?
  • How do we know that we have come to an end?

Finally it’s the employee who has the last say. If he doesn’t want to work with this coach you should present him a good alternative candidate. Mutual trust, appreciation and the right chemistry remain the basics for a fruitful cooperation.

Krauthammer Workbook “Impact coaching”

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