Today’s dynamic business landscape leads our leaders to new, more challenging trials every day. Growing workplace complexities and shorter turnaround times have urged senior executives to look for an external confidant who can perform as their sounding board, sage advisor and guide – someone who can make their personal and professional success a priority.

1. Understanding the Approach

Before getting a particular coach on board, consider their approach. Would it work for you, or the person for whom you might be hiring him or her? If a potential coach can’t tell you what methodology he or she uses, or what sort of results can be expected from the coaching, then it may be best for you to consider someone who can. A good coach will be able to clearly define what they don’t do, as well as what they can hope to achieve through the coaching process.

2. Watch out for the Over-Promises

You do not want or need a coach who gives you an unrealistic sense of accomplishment, or one who leads you to a state of false triumph. You want a coach who recognizes your blind spots and helps you make headway through them. He or she should hold you to a higher standard with each session, reminding you to stay focused and helping you to enhance your capabilities rather than allowing you to get comfortable. If you are truly committed, you will rise to the occasion each time.

3. Assess your Comfort Level and Rapport

Participation and commitment are two entirely separate concepts - coaching cannot do its job unless you really commit to it and want to change. According to the Dale Carnegie ‘Recognizing Leadership Blind Spots’ whitepaper, “When leaders are consistently internally reliable (true to their beliefs and principles), employees are nearly seven times more likely to be satisfied with their job than those whose leaders rarely are. They are also more likely to stay with their current employer and only about a third as likely to look for a new job.”

Blind spots don’t show themselves when things are going well, which is why it’s also essential that one hire an external coach, i.e. one who is not a part of your own organization. These blind spots can be a serious hindrance when performance begins to drop and strong leadership is required. It should also be noted that the coaching environment is a safe haven for a leader to be honest without scrutiny.

Look for a coach who makes you comfortable and kicks off your journey right from the first interaction. As we operate in an environment of complex textures and layers, the best coaches are those who have a good understanding and instinct for bring out the best in you in the context of your personal world.

4. Coach with a Diverse Experience and Worldview

There’s no question that executive coaching is beneficial for those in need of an external advisor with the expertise to guide them. With the advent of globalisation and the increased complexity of today’s business environment, executives should continue to look toward coaches for help with addressing nuanced situations. These coaches will influence critical aspects of behaviour such as leadership and inter-personal relations can be the most important part of the executive’s development.