You're looking for a leadership development coach. What qualities should you prioritize?

A good coach should be like a friend in your journey to get better. The coach should work together with you and help you become better. They should listen to you and help you make decisions. They should make you feel like you're in charge of your own progress.

One other experience point to consider is selecting a coach who is of your neurotype. ADHD and Autistic leaders are everywhere at all levels of leadership however many companies do not offer options in their Personal Development programs to align and support these leaders (yet). Offering PD options that do not require disclosure is critical.

Firstly the coach should be a good listener and be accessible and available when needed.Also look for a coach with a track record of tangible results in developing effective leaders who is familiar with the nuances of your industry and its leadership challenges.The coach should provide practical strategies and tools that can be implemented in day-to-day role.

Look for a coach who has extensive experience and expertise in leadership development, with a proven track record of helping leaders achieve their goals and overcome challenges. Consider their background, credentials, and industry knowledge to ensure they have the necessary skills and insights to support your growth as a leader.

A great coach should be an active listener. They should be able to fully understand your goals, challenges, and the unique dynamics of your organization. Effective listening is essential for tailoring coaching sessions to your specific needs. Leadership challenges can vary, and a good coach should be adaptable to different leadership styles and organizational contexts. They should be able to customize their approach to meet the unique needs and goals of each leader they work with.

Seek a coach who demonstrates empathy, compassion, and emotional intelligence in their coaching approach. A coach who can understand and connect with your experiences, feelings, and perspectives will be better equipped to support your development journey and foster a trusting coaching relationship. Opt for a coach who takes a collaborative and client-centered approach to coaching, where your needs, goals, and aspirations are at the forefront of the coaching process. A coach who values your input, respects your autonomy, and co-creates solutions with you will empower you to take ownership of your development journey.

Rapport and trust are essential. I recommend having a free consultation/chemistry call with the coach to evaluate whether you feel there is the potential for a good working relationship. Key questions to ask in a consultation call: - How would the coach describe their style of coaching? - What methods and tools do they use most frequently? - What can you expect to happen in a standard coaching session? Tell the coach about the topics you are interested in exploring and any books, podcasts, or articles you have read or listened to that you have found useful, and see the coach's response. Discuss your ideal coaching relationship and check for synergy. Be clear on what you want before investigating what's available.

Humility, authenticity and honesty. A good coach will know that the answers sit in front of them, they are the facilitator of discovering knowledge and the way ahead but only if they are true to themselves.

1. Authenticity is everything. Look for somebody who is comfortable in their own skin. 2. Prioritize connection. Is communication effortless with this individual? Do you sense a comfort in sharing openly? Don't solely rely on recommendations; what works for others may not align with your own needs and comfort levels.

Das Vertrauen ist meiner Ansicht nach der zentralste Aspekt für die Auswahl des Coaches. Es gibt so viele unterschiedliche Coaches, Berater, Mentoren... Wenn du das Gefühl hast, jemand kann dir helfen, dann wird er es ziemlich auch können. Bitte achte aber auch darauf, dass die Person fachliche Kompetenz mitbringt. Sowohl auf dem Gebiet des zu coachenden Fachthemas, als auch als effektiver Coach. Lasse dich nicht von Marketing blenden. Ein guter Coach wird ihnen nie sein Angebot aufdrängen und dein Vorankommen ins Zentrum stellen.

Ensuring that your coach's values align with your own is paramount for a successful coaching relationship. Here are 2 ways to make sure your coach's values resonate with yours: Clarify Your Values: Take time to identify your core values and what matters most to you in a coaching relationship. This clarity will serve as your compass when evaluating potential coaches. Ask Directly: During initial conversations with prospective coaches, inquire about their values and how they integrate them into their coaching practice. For example: "What values do you prioritize in your coaching approach?" By prioritizing values alignment with your coach, you set the stage for meaningful growth and development.

Look for an appreciative coach but also be appreciative to the coach. A coach will be flexible to a degree to adapt to your schedule. Remember though, that he may have other coachees as well, so not every of your preferred appointment dates may be available. Be clear. What outcome do you want from your coaching? A case full of tools and methods you have tried once during the coaching. Or one tool /method you can try in your coaching and your real life in many different ways, reflect on, before you move on to the next tool/methods. In the first case you will run the risk, that you are using it in away that seems artificial to your team. In the latter case you have developed yourself and the method /tool has become part of your behaviour.

Prioritizing results and impact in a leadership development coach is crucial as it ensures tangible, measurable outcomes. A coach focused on results demonstrates a commitment to achieving organizational goals and fostering individual growth. Impact-driven coaching goes beyond theoretical concepts, delivering practical strategies that create lasting positive changes in leadership behaviors and team dynamics. By emphasizing results and impact, you ensure a return on investment and a coach who actively contributes to organizational success.

Ensure that the coach adheres to ethical standards and professional guidelines set forth by reputable coaching organizations, such as the International Coach Federation (ICF). Look for a coach who upholds integrity, confidentiality, and professionalism in their coaching practice, ensuring that your coaching relationship is based on trust and respect.

Candid Communication: Look for a coach who will be honest with you, even if it means having difficult conversations Expansive Thinking: Seek a coach who can help you broaden your perspectives and challenge you to explore and push the boundaries of your thinking and imagination. Critical Analysis: A good coach will not just provide solutions but will lead you to examine your assumptions, beliefs, and biases Pathfinding: Your coach should assist you in uncovering paths and possibilities that you may not have previously considered. Empowerment: A good coach should empower you to take ownership of your development journey and responsibility for your actions and decisions.

Connection. It’s the critical element. If you feel a connection to your coach quickly, then trust cultivates and magic can happen. This is why it’s not great when HR Leaders choose coaches for their people. It’s much better to allow people to find their own.

Experiencia, sinceridad y autoaprendisaje son la clave para un coach de liderazgo: 1. Experiencia, una persona que no ha liderado equipos no puede ser un coach de liderazgo, tu entrenador debe haber liderado al menos 5 equipos para considerarse coach. 2. Sinceridad, cualidad clave ya que así sabras en que efectivamente estas fallando y como mejorar. 3. Autoaprendisaje (escucha activa): Si no estas dispuesto a aprender y escuchar no podras desarrollar las habilidades que te faltan para ser un buen líder.

I'd add chemistry. I want to make sure when hiring a leadership development coach that there is chemistry between myself and the coach.

Also consider whether they lead by example and if you wish to embody some of their qualities, characteristics or ways of being. Have they solved the same types of problems you're facing today? My clients often ask themselves, WWED (what would Erika do?) when faced with a challenging situation that we'd previously been skill building and practicing for. The primary aim is always self sovereignty, agency and autonomy, and not an over reliance on support outside of onself.