How HR Should Choose an Executive Coach
Assess credentials alongside the coach's ability to understand the leader's business and turn reflection into action. In my survey, 62% identified insufficient business and organisational understanding as an area to strengthen. This part gives you five questions for your shortlist and a chemistry-conversation test.
Assess credentials alongside the coach’s ability to understand the leader’s business and turn reflection into action. In my survey, 62% identified insufficient business and organisational understanding as an area to strengthen.
Five questions for your shortlist
Business context: how would you explore this leader’s commercial priorities, organisational constraints and stakeholder relationships?
Coaching approach: how do you listen, challenge assumptions and help the leader develop their own judgement?
Application: how will the leader practise new behaviours between sessions?
Measurement: how will you establish a baseline and assess progress against agreed goals?
Boundaries: what will you share with HR and the sponsor, and what stays confidential?
Test the fit with the actual challenge
Use a chemistry conversation to explore a real situation. Observe whether the coach listens carefully, understands the context and helps the leader think more clearly. Check relevant experience, professional credentials and references.
