You’ve worked hard to get where you are in your career. But recently, you’ve hit a plateau.
Maybe you got passed over for a promotion. Maybe you’re struggling to get buy-in from your new direct reports. Or perhaps you just feel bored and stagnant.
As a CEO, I know firsthand how difficult and uncomfortable this situation is. I’ve worked with thousands of executives over my 15 years as a coach, and all of them face similar struggles at some point.
So, what differentiates executives who struggle from those who thrive? The answer is simple: targeted, focused coaching.
Hiring the right executive coach (particularly for executive communication) is a strategic investment in your growth and impact. Especially when you consider that the cost of executive failure is 6-24x your salary.
However, it’s crucial to choose the right executive coach so you don’t waste time or money.
That’s why in this post, I’ll break down the steps you need to find an executive coach who can transform your career. Here’s an overview of what we’ll cover:
- Clarifying your coaching goals and needs
- Understanding the executive coaching landscape
- Researching and sourcing potential coaches
- The vetting process for coaches
- Making the decision
- Maximizing your coaching investment
I know your time is valuable, so let’s get right into it!
How to Find the Right Executive Coach
Finding a great executive coach can be overwhelming.
You’re already busy with the demands of your role, so your time to search is limited. Plus, lots of coaches claim great results but might not follow through.
To focus and shorten your search, I’ve created this step-by-step process you can use to get the most out of your coaching search and relationship.
And it all starts with something many executives overlook.
Step 1: Define Your “Why” – Clarifying Your Goals and Needs
It’s tempting to dive right into researching coaches online.
But finding an executive coach will be a lot easier (and quicker) if you first take some time to define your “why”.
Self-Reflection
Start by reflecting on these questions:
- Why am I seeking a coach now?
- What specific leadership challenges or opportunities are prompting this search?
At Vautier, we’ve found that enhancing communication effectiveness and improving executive presence are common, critical reasons that clients look for a coach.
Other common goals include:
- Improving strategic thinking
- Managing difficult conversations
- Preparing for a conference presentation
- Leading change
But ultimately, it’s up to you to articulate why you want to engage a coach.
Coach vs. Mentor vs. Therapist
One of the key things to understand when choosing a coach is that they’re not the same as a mentor or therapist.
What’s the difference?
- Mentor – A more experienced professional who gives informal advice to a less experienced professional (often, but not always, a coworker)
- Therapist – A licensed mental health professional who offers support and guidance for psychological struggles related to past trauma
- Coach – A professional who specializes in aiding personal discovery and growth, usually with a focus on future goals
All three professions can be beneficial, but seeking a coach makes the most sense for future-oriented professional development.
Desired Outcomes
Knowing what you want to get out of the coaching will lead to a more successful relationship.
Define what success looks like, keeping in mind:
- Tangible business results, such as increased employee retention or improved team performance
- Intangible leadership development goals, such as higher confidence when presenting or better communication skills
A great coach can help you with tangible and intangible goals, but only if you define them first.
Learning Style
Defining how you learn best will help you find a coach who matches your style:
- Do you prefer highly structured sessions?
- A more open-ended, exploratory process?
- Or an interactive, feedback-driven approach?
Each coach has a different approach, and some will work better with your learning style than others.
Step 2: Understanding the Executive Coaching Landscape
Not all coaches are the same. Before you choose an executive coach, be sure you understand the range of offerings available.
Executive vs. Other Coaching
“Coaching” in general is a vast field. To maximize your success, be sure to find a coach who focuses on executives.
The stakes for executive coaching are much higher than typical career coaching. The cost of executive failure can be as high as 24x your salary, after all.
A skilled executive coach will specialize in the challenges executives like you face, such as:
- Leading and motivating at the highest levels of the organization
- Navigating complex, ambiguous organizational dynamics
- Driving business results that go beyond individual professional success
If your prospective coach lacks experience in these areas, continue your search.
Coaching Philosophies
Just as each of us has different learning styles, each coach has a different coaching philosophy.
Some coaches are highly directive, telling you what to do to improve. Others are non-directive, focusing more on open-ended exploration and conversation.
Some coaches focus on building your existing strengths, while others focus more on addressing gaps in your abilities.
Some coaches use an interactive, coach-led approach focused on real-time feedback and practice.
Other approaches like “coachsulting” blend the guidance of a coach with the advice of a consultant.
Step 3: Researching and Sourcing Potential Coaches
Now that you’ve clarified your coaching goals and understand the executive coaching landscape, it’s time to start the research process.
It’s easy to get bogged down during this step, so follow the suggestions below to stay on track.
Where to Look
Use these resources to make a list of coaches for further vetting:
- Trusted Referrals: Colleagues, mentors, and HR partners can provide personalized coaching recommendations.
- Professional Organizations: Check the directories of professional organizations such as the International Coaching Federation, EMCC, and Association for Coaching.
- Curated Platforms: Your industry or profession may have platforms with curated networks of coaches who specialize in your unique challenges and goals.
- Targeted Search: Search online using targeted criteria. We recommend phrases like “executive coach for [industry]” or “executive coaching for [your role]”
Initial Vetting Criteria
As you’re looking for coaches to shortlist, use these vetting criteria to weed out ones who aren’t a good fit:
Experience: The coach should have a proven track record working with executives at your level who face challenges similar to yours.
Evaluate the coach’s client testimonials and success stories to get a sense of this.
Niche/Expertise: Does the coach specialize in your industry or specific leadership areas? You ideally want to pick a coach that matches both.
For instance, a coach who specializes in working with Fortune 500 executives will bring something different to the table than a coach who works with new managers.
Likewise, some coaches will focus more on specific executive needs. Vautier, for instance, specializes in executive communication coaching, specifically targeting the development of communication skills and executive presence to enhance a leader’s influence and effectiveness.
Credentials & Training: Use recognized professional certifications to gauge a coach’s credibility.
Examples include the PCC (Professional Certified Coach) and MCC (Master Certified Coach) from the International Coaching Federation.
Additionally, look for coaches who attend industry trainings and conferences to further their professional development.
Thought Leadership: The best coaches don’t just work with clients; they also contribute meaningfully to the coaching field.
Look beyond vanity metrics such as social media follower counts. Instead, focus on valuable thought leadership such as books, articles, podcasts, and speaking engagements.
Step 4: The Vetting Process – Finding the Right Fit
At this point, you should have a shortlist of 2-3 promising coaches. Now it’s time to dig deeper and evaluate if the coach is a good fit.
The Discovery Call
Schedule a free discovery call with each of the shortlisted coaches.
This step is crucial. It’s your chance to see if you and the coach have chemistry. Trust your gut here, and don’t be afraid to pass on coaches who don’t feel right.
Key Questions to Ask
During your discovery call, I recommend asking these key questions to evaluate the coach’s approach and qualifications:
- Describe your typical client and the results they achieve.
- What is your coaching methodology/process? How are sessions structured?
- What tools or assessments do you use (e.g., 360s, psychometrics)? How do they add value?
- How do you measure progress and success?
- What is your approach to confidentiality, especially if the company is sponsoring?
- What support do you offer between sessions?
- Can you provide relevant client references or testimonials?
A great coach should be able to give clear, honest answers to all of the above.
Assessing Compatibility
During and after your discovery call, assess your compatibility with the coach using what Forbes calls the “5 C’s”:
Congruence: Do you feel a rapport with the coach? Can you be open and vulnerable? Does their style resonate? Or, put another way, do you have chemistry?
Challenge: Will they push you constructively beyond your comfort zone? You don’t want a coach who just validates your existing approach.
Credibility: Does their expertise come across authentically in conversation?
Context: Does the coach know how to help you succeed within the larger context of your organization? Are they familiar with the complex dynamics of corporate leadership?
Clarity: Get clarity on their specific coaching techniques (role-playing, feedback, frameworks, etc.).
For example, Vautier uses highly interactive methods like recorded practice sessions and AI-powered tools like Yoodli to provide personalized, on-demand feedback.
Step 5: Making the Decision and Setting Yourself Up for Success
You’ve done discovery calls, assessed the coach’s credentials, and gauged compatibility.
It’s almost time to make a decision, but don’t overlook the following pieces of due diligence:
Reference Checks
A great coach will happily provide references.
Don’t take these at face value. Make the time to follow up.
Ask each reference specific questions about the coach’s impact and style. Refer to the key questions we discussed in Step 4, as well as the 5 C’s.
Contracting
It’s easy to get so excited about coaching that you forget to read the fine print.
But before you sign a contract, clarify a few key items.
First, ensure that you and the coach are clear about the scope, duration, fees, and session frequency.
Next, define the desired coaching outcomes and how you and the coach will measure your progress.
Additionally, make sure your coach’s contract includes an explicit confidentiality agreement.
The promise of confidentiality will help you be more vulnerable during sessions, leading to a more productive coaching relationship.
Finally, try to engage your boss or HR partner and arrange for “triad meetings” with the two of you and the coach.
An outside perspective can provide insights that help your coaching relationship be even more productive.
Considering Long-Term Partnership
Coaching relationships are often short-term. But while focused coaching sessions can be powerful, a long-term partnership can be transformative.
Ask the coach if they offer ongoing support or resources beyond the initial engagement.
At Vautier, for instance, we focus on building long-term relationships with clients across different phases of their careers. Our high client retention rate (over 95%) highlights the value of this approach.
Step 6: Maximizing Your Coaching Investment
After you’ve hired a coach, here’s what we recommend to make the most of your coaching investment:
Commitment
Coaching is a partnership. You can’t expect the coach to do all the work. You need to be engaged, open, and put in effort for the partnership to succeed.
Action & Reflection
Between each coaching session, apply what you’ve learned to your work. After all, you know your job better than the coach ever can.
Likewise, reflect on your progress. Keep a journal of how the coaching has changed your approach to your professional responsibilities.
Leverage the Partnership
Never forget: the coach is there to help you with your work in the present, not just the future.
So use your coach as a strategic thought partner on real-time challenges. This is where the magic of coaching happens.
Choosing Your Partner for Transformative Growth
Finding the right executive coach takes work. But hopefully you can now see how valuable that work can be.
For easy reference, here are the key steps to follow in your executive coach search:
- Define your “why” – Clarify your goals and needs before you start researching coaches.
- Understand the executive coaching landscape – Know what separates an executive coach from a general career coach, and learn about different coaching philosophies.
- Research and source potential coaches – Use the right resources to find legitimate coaches. Then, evaluate the coach’s experience, niche, credentials, and thought leadership.
- Vet 2-3 potential coaches – Schedule a discovery call for each coach. Ask them focused questions to evaluate if they’re a good fit for you, and use the “5 C’s” to assess compatibility.
- Make the decision – Check the coach’s references, clarify the details of the coaching contract, and ask about a potential long-term partnership.
- Maximize your coaching investment – Take an active role in the coaching process. Apply what you’ve learned between sessions, and lean on your coach as a strategic partner in your day-to-day work.
Remember: the right coaching relationship is a powerful catalyst for leadership growth. With so much on the line as an executive, it’s one of the best investments you can make.
And when you invest in coaching, you don’t want to choose just anyone. You need an expert partner who’s dedicated to helping you speak as well as you think and lead with impact.
That’s what we offer at Vautier Communications. We bring our clients a unique blend of deep communication expertise, interactive sessions, and personalized feedback.
What’s more, we also offer a wide breadth of additional services such as conference prep, business writing, or active listening that complement executive communication coaching.
Wondering if we can address your specific needs? Schedule a consultation and learn why our client retention rate is over 95%.
