As I watched the 2009 Wimbledon Men’s Finals last summer, my eight year-old son and I commented on how terrific both Roger Federer and Andy Roddick were playing  (‘terrific’  may be an understatement!), yet both  players relied on their coaches to provide valuable insight, feedback and analysis on areas that might otherwise be blind spots.

My son asked why they needed coaches if they were ‘the best  in the world.’  Even the ‘best in the world’ know that they can improve their game and become more successful, faster, leaner, more agile, more skilled by working with a coach.  In fact, more and more business owners and leaders view using an executive coach as a positive incentive to further develop and sharpen their own skills and the skills of their high-potential employees.

A Few Tips for Selecting an Executive Coach

Look for someone who has real-world experience and coaching experience.  You want your coach to be knowledgeable enough about the world in which you operate, and confident enough in her coaching abilities, to be able to guide you most effectively.

Make sure you select someone you respect and trust. You won’t open up to someone or value what they suggest if you don’t like and trust them.  We are proponents of what we call the ‘blind date’ when you first meet a coach. You have to feel that chemistry for the relationship to work.  You won’t feel this with everyone and that is perfectly OK.  Keep searching!

Go in with an open mind. The only people who are coachable are those who truly recognize a desire to improve some aspect of their personal or professional lives.  Everyone has ‘opportunities’ – recognize that fact and be open.  Also recognize that sustainable change in behavior doesn’t happen overnight. Be prepared to work with your coach for up to 6 or 12 months.  This doesn’t mean weekly meetings, rather a continued relationship or accountability and follow-up to ensure goals are being met.

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