The Profile Of A Leadership Coaching Client - It's Lonely At The Top (2023)

Executive coaching is not for everyone.

You might be surprised to learn a successful executive coaching relationship is usually determined before the first conversation ever occurs.

That’s because the positive results produced during coaching are more dependent upon the life situation and goals you bring to coaching than the coaching process itself. The key factor to success is how well your needs match the benefits provided by my coaching services.

I had a lot to learn about running a business. I was more than a little overwhelmed. Your coaching really helped me get the company off to a good start.” D. R. CEO, Aptos

In other words, selling executive coaching is a sorting process – not a sales process– based on the needs of the client.

That is the purpose of the free coaching session – to see if the fit is right before you ever pay a dime. Those clients that match the profile usually pursue a coaching relationship because the benefit is obvious, while others are directed to more appropriate resources.

Below are the three key criteria I look for during executive coaching test drives to make sure the benefits you experience will exceed the cost of my services. Let’s see how well your needs and life situation fit these three criteria…

How Big Is Your Goal?

The first step in determining if you are the right client for executivecoaching is what I call “gap analysis.”

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  1. Define the gap between your current situation and where you want to be as a result of coaching. This is your goal.
  2. Then decide what that goal is worth to you to determine if you’re willing to pay the price to get there.

In other words, it will cost you money and it will also cost you time and energy to produce sufficient results to close the gap. Is the goal worth it?

For example, let’s say you are in an executive position with a respected company, and yet you are not happy and are not having the impact you thought you would. You know you have more to offer, but it hasn’t manifested yet. You have read business books, attended leadership trainings and spoken with friends, but somehow you don’t see the solution for you personally.

I want you to help me identify my strongest and most marketable skills and align these skills with my life experience, values, and interests, such that I am more like to achieve greater ‘peace within.’ D.D. Director, Pasadena

In this situation the gap is in the difference between where you want to be and where you are, you are highly motivated, and the price of coaching easily justifies the end goal. You would be a likely coaching candidate.

However, a prospective client who is unemployed and in credit card debt and just wants to find a solution would not be a good coaching candidate. This person would be better off saving the coaching fees, using less expensive educational resources, and applying the money saved to paying down the debt. The goal is incongruent with the service costs.

This relationship of goal size to service costs explains why I don’t offer coaching programs for the unemployed. It is a huge, lucrative market, but it only makes business sense for the coaching company – not the client. Unemployed clients are appropriately served by lower priced products.

Instead, all my coaching services are designed for maximizing your potential because the high stakes involved more than justify the expense when accelerated progress results. Coaching becomes a revenue producer instead of an expense.

Is your goal big enough to support coaching?

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What Is Your Personal Path To A Fulfilled Life?

The next step in determining if you are a good fit for executive coaching is to examine your life situation for ways that coaching can add value.

If you are scrambling to meet your financial obligations, are content with your employer taking care of your career or are determined to make it work on your own, don’t buy personal executive coaching. It is a bad value. (Seek group coaching for an appropriate alternative)

I know this is a bold statement because the vast majority of people are struggling to pay their bills, are letting their employers drive many of their decisions and/or are focused on the dream of the self-made man. Therefore, I have told a majority of people not to buy my one-on-one coaching services.

As I said before, personal executive coaching doesn’t make business sense for everyone. The reason is because there is not enough opportunity in these life situations to add sufficient value to justify the cost. Anyone who tells you otherwise is more interested in your money than serving you.

Don’t worry if you are part of this group. There are solutions that are perfect for your needs. They are low-cost and straightforward so don’t be duped into high priced coaching packages. See Striking A Balance, Reflections on What Matters, sign upto my newsletters, or read my articles.

Personal executive coaching clients have different needs and typically fit one of the following four profiles…

Chief Level Executive:You are the CEO of your company or belong to the C-Suite. You are caught between decisions made by the board of directors and the need to drive the business through your team. The key point is that you don’t have anyone you can strategize with outside of the day-to-day business you are running. How can you align your own goals with the goals for the company? The key point here is your strategy is hands-on (rather than passive) and you have enough at risk that a single bad decision avoided or a few decisions improved can easily pay for years of coaching fees with all the other education and growth thrown in for free.

Senior Executive in Transition:You are stuck.There seems to be no upward mobility and no way to maximize what you are capable of with your current employer. However, you have been so focused on your career path that you haven’t spent much time developing your career outside of your current company. Coaching makes sense because learning the hard way is not an acceptable learning choice. It will waste too much time on dead-end streets and cost too much time and money in mistakes. In this situation executive coaching makes business sense by saving time, providing accelerated learning, and avoiding costly mistakes.

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Non-Profit Senior Leader:You are frustrated by the need to continually fundraise and bootstrapping your organization by working with volunteers. You are passionate about your cause, but you are struggling to make the impact you intended or the possibilities you know you are leaving on the table. The point is the outside perspective you can gain from an executive coach can optimize your impact and assure sustainability of your organization. You cannot afford not to engage in executive coaching to explore and maximize the possibilities.

Business Owner:You are launching a business, have an existing business (including professionals, attorneys, doctors, and consultants), or you’re looking at adding a sideline business as part of your impact strategy. Entrepreneurs and business professionals love executive coaching, but the most obvious justification from a cost/benefit standpoint is they have capital at risk with many potential leverage points for financial gain. It is a fairly simple process for coaching to help them avoid one mistake, improve one decision, or take the business to a higher level thus providing a return on investment that is several multiples of the cost. Entrepreneurs and business professionals frequently experience coaching as a revenue producing activity instead of an expense.

The common thread in each of the above situations is as follows…

  1. You are already in a leadership position in one way or another. You’re a business owner or a leader in your organization actively pursuing personal growth.
  2. The fact that you’re already in the game means you have something at risk and leverage points where improved decisions can make large differences in results produced.
  3. This means one mistake avoided, one insight gained, or one improved decision can pay for years of coaching with all the other education and growth thrown in for free.

In short, executive coaching becomes a smart business decision for these client situations because the value exceeds the cost.

The only relevant question remaining is, “Do you fit any of these situations?” You don’t have to fit all of them – just one or more.

Does Impact Coaching Fit Your Personal Style?

The third criterion for a successful coaching relationship is you must be coach-able. This can best be summarized in the following statements…

  • I’m committed to a better life for myself and my family.
  • I’m willing to invest a certain amount of time, energy and money toward achieving freedom if I have a legitimate expert with valid guidance to follow.
  • I’m not looking for quick fixes. I want a realistic plan and view executive coaching as a long-term growth process to create the changes I want in my life.
  • I am ready to do the work necessary to produce the results I desire, and I will let the coach do the coaching.
  • I accept responsibility for my actions at all times and will not expect the coach to “fix” me because I know I am the only one who can make change happen.
  • I have adequate funds to pay for executivecoaching and will not regret or suffer about the fee. I view executivecoaching as a worthwhile investment in my future and will gladly pay for educational insight that produces results.
  • I will call on-time for coaching appointments, speak truthfully, be accountable for the results I produce, and be open to new and different ideas in order to achieve greater success.

So the last question for you to consider in this three step process is, “Are you coach-able?”

Ideal Executive Coaching Client – Summarized

In summary, there are three factors to consider when deciding if you are the right candidate for executivecoaching and should proceed to a strategy session.

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  1. Is your goal big enough to justify the price you will pay to achieve it?
  2. Does your life situation fit one of the four examples described so that you can expect coaching to produce more value than it costs?
  3. Are you coach-able so that your personal style supports success through the coaching process.

I was skeptical about coaching, but then I saw the change when you worked with S. even ninetime zones away. I hired you because of the high level of trust, your multiculturalism, your professionalism. K.M. CEO, Utah

If you meet these three criteria then here is the reality you face… if you aren’t working with an executive coach then you are wasting time. You are literally throwing opportunity away because executive coaching has a high likelihood of being a revenue producer instead of an expense. And executive coaching guides you on your path to fulfillment.

Executive coaching isn’t right for everyone, but for the rightcandidate it is a no-brainer decision because the benefits exceed the costs making it smart business.

But for the right candidates, I encourage you to reach outfor a free executive coaching session, so you can experience the benefits first-hand while taking the next step toward working with me as your ownexecutive coach.

There is never any cost or obligation to try a strategy session. You have nothing to lose by checking it out, and it might just be the breakthrough you’re looking for.

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FAQs

How do you describe leadership coaching? ›

Leadership coaching is the conscious process of developing talents and competencies within individuals so that they can work more effectively with others. Leadership training often centers around effective communication skills, business coaching, and understanding the impact of different leadership styles.

What makes a good leader in coaching? ›

Effective coaches do not minimize the importance of coaching to their role and the organization. They display Emotional Intelligence (EQ). Successful coaches are able to manage their own feelings, accurately observe the feelings of others, and tactfully respond in ways that minimize a person's defensiveness.

What are the 4 major questions of the coaching structure? ›

The Top 4 Types of Questions to Ask in a Coaching Session
  • Open Ended Questions. ...
  • Reflective Questions. ...
  • Questions that help you to understand your employee's motivations and values. ...
  • Questions about Habits and Structures.
4 Aug 2015

What are the 5 skills of coaching? ›

5 Essential Skills for Successful Coaching
  • Listen with Curiosity. When we speak about listening with curiosity, we're talking about conveying a genuine interest in what others are saying. ...
  • Take in What You Hear. ...
  • Reflect with Accuracy. ...
  • Questioning for Exploration. ...
  • Provide Feedback for Development.

What are the 5 characteristics of successful coaches? ›

The Five Characteristics of a Successful Coach
  • 1) Expertise.
  • 2) Enthusiasm.
  • 3) Curiosity.
  • 4) The Ability to connect with People.
  • 5) Presence.
  • Conclusion:
13 Feb 2021

What are the 5 main characteristics a good coach should have? ›

5 Traits of a Good Coach
  • They master the art of “active listening” ...
  • They're willing to share skills, knowledge and expertise. ...
  • They act as a positive role model. ...
  • They focus on helping others to “problem solve” ...
  • They value ongoing learning and growth.
4 May 2020

What are 3 characteristics of a good coach? ›

  • An effective coach is positive. ...
  • An effective coach is enthusiastic. ...
  • An effective coach is supportive. ...
  • An effective coach is trusting. ...
  • An effective coach is focused. ...
  • A good coach is goal-oriented. ...
  • An effective coach is observant. ...
  • A good coach is respectful.

What are the 3 P's of coaching? ›

The 3Ps: Project, Person, Pattern

Keeping the 3Ps in mind when you're coaching will help you narrow in on development opportunities.

What are the 4 C's of coaching? ›

The 4 C's have been inspired by Jean Cote and Wade Gilbert's research into effective sports coaching where they found coaches play a role in influencing their players Competence, Confidence, Characterand Connectedness – The 4 C's.

What are the 3 important aspects of coaching? ›

Three Critical Elements of Coaching
  • Element 1 – Prepare Your Questions. A coach needs to prepare the questions before a coaching session. ...
  • Element 2 – Question with Respect. Coaching must be approached from a position as equals when meeting about the problem. ...
  • Element 3 – Actively Listen to the Reply. ...
  • In Conclusion.

What are your core values as a coach? ›

BE COMMITTED: Set high standards for your behavior & stick to them, even in difficult situations. BE COURAGEOUS: Stand up for what you believe is just & good. BE HONEST: Choose words & actions that are sincere, not misleading. BE DISCIPLINED: Remain dedicated & self-controlled, even when challenged.

What skills must a successful coach have? ›

Examples of coaching skills
  • Empathy.
  • Curiosity.
  • Positivity.
  • Persistence.
  • Innovation.
  • Communication.
  • Sincerity.
  • Guidance.

What is the most important skill in coaching? ›

Coaches need to be able to show empathy and be good at building relationships, including building rapport. Good coaches also have strong communication skills. For more about developing communication skills in general, see our pages: Communication Skills, and Developing Effective Communication Skills.

What words describe a good coach? ›

A good coach is positive, enthusiastic, supportive, trusting, focused, goal-oriented, knowledgeable, observant, respectful, patient and a clear communicator. 1.

What are the 8 responsibilities of a coach? ›

  • Coaches' 9 legal Duties. ...
  • Plan the activity properly. ...
  • Provide proper instruction. ...
  • Provide a safe physical environment. ...
  • Provide adequate and proper equipment. ...
  • match your athletes according to size, physical maturity, skill level and experience.
  • evaluate athletes for injury and incapacity. ...
  • Supervise the activity closely.

What are key points in coaching? ›

Here are the five main skills that managers should be able to coach others on:
  • Constructing a relationship. Simply put, your coach needs to be somebody you trust. ...
  • Adequate assessment tools. ...
  • In depth questioning. ...
  • Full support. ...
  • Establishing goals.
18 Jun 2014

What makes an ineffective coach? ›

Ineffective coaches either avoid giving feedback or they bombard people with so much criticism that they demotivate and discourage recipients from trying at all.

What are the 3 most important values as a leader? ›

Core values of a leader make for great leadership

Vision. Communication. Reinforcement and influence. Empathy.

What are characteristics of a strong leader? ›

Good leaders possess self-awareness, garner credibility, focus on relationship-building, have a bias for action, exhibit humility, empower others, stay authentic, present themselves as constant and consistent, become role models and are fully present.

What makes a strong leader? ›

Respectful: Great leaders treat their teams with respect, gaining respect in return. Transparent: Being open and honest makes work more efficient and enjoyable. Trusting: Leadership requires delegation–trusting their team to complete what they are assigned with excellence produces positive morale and mutual respect.

What are hard skills for a coach? ›

In the coaching industry, hard skills are widely known by the same name. Hard skills are typically learned through teaching and training. They are usually taught in classrooms through books and other materials. Also known as technical skills, hard skills describe how you perform the technical aspects of your job.

What are 5 responsibilities of a coach? ›

A great coach will serve many roles: technical supporter, motivator, leader, psychologist, and maybe most importantly, as a role model for the athlete to follow in the competition arena as well as out. Well developed coaches will understand their various roles as it pertains to their overall program.

What does successful coaching look like? ›

Effective coaches inspire and listen. They build strong relationships of trust based on knowing their people and good communication skills. Coaches must be willing work alongside the employee, or take the blame if something was done poorly. You can give anyone a step-by-step guide on how to do something.

What are the 7 steps of coaching? ›

Coaching is a different approach to developing employees' potential.
...
7 Steps to Coaching Your Employees to Success
  • Step 1: Build a Relationship of Mutual Trust. ...
  • Step 2: Open the Meeting. ...
  • Step 3: Get Agreement. ...
  • Step 4: Explore Alternatives. ...
  • Step 5: Get a Commitment to Act. ...
  • Step 6: Handle Excuses. ...
  • Step 7: Provide Feedback.
1 Nov 2011

What are the six tasks of a coach? ›

The course will also ask each coach to reflect on their experiences to develop action steps for personal growth in the Six Tasks (Coaching Games, Coaching Training Sessions, Leading the Team, Leading the Player, Managing the Performance Environment, and Leadership).

What are the 5 basic elements of a coaching session? ›

5 step coaching process
  • Establishing the Objective. The beginning of any coaching interaction needs to start with a clear purpose. ...
  • Understanding through Assessment. ...
  • Providing Feedback. ...
  • Identifying Goals. ...
  • Following up with Support.

How do you become a successful successful coach? ›

7 Habits of Successful Coaches
  1. They Are Positive. ...
  2. They Have Exceptional Communication Skills. ...
  3. They Are Always Learning. ...
  4. They Are Passionate About What They Do. ...
  5. They Are Role Models. ...
  6. They Know When To Help And When To Give Space. ...
  7. They Accept Ideas from Others. ...
  8. 6 Reasons Why You Should Hire a Coach to Grow Your Coaching Business.
25 Jan 2018

How would you describe an effective coaching? ›

Effective coaching is about more than just teaching how to do a job. It is also teaching someone how to think and strategize. Asking open-ended questions and allowing employees the autonomy to take some reasonable risks will help them grow in self-confidence so they can find alternative solutions to work problems.

How would you describe your coaching skills? ›

What are coaching skills? Coaching skills are the qualities and actions that focus on helping individuals improve performance. Rather than focus on deficits, coaching skills aim to pose probing questions in order to guide others toward improvement and learning through teamwork, positive leadership and strengths.

What are examples of coaching leadership? ›

Examples of Leadership Coaching
  • Directive. This style relies on the leader sharing knowledge verbally to help guide and shape employees. ...
  • Non-directive. ...
  • Situational. ...
  • GROW model. ...
  • Group and Team Coaching. ...
  • Peer Coaching Model. ...
  • Develops mentoring relationships. ...
  • Increases accountability decreases feelings of alienation.
17 Sept 2021

How do you describe coaching? ›

Coaching refers to a method of training, counselling or instructing an individual or a group how to develop skills to enhance their productivity or overcome a performance problem. The supervisor is called a coach while the learner is called the coachee.

What are the four key coaching skills? ›

To execute the three plays, great coaches hone a set of four core communication skills: asking effective questions; actively listening; giving competent, relevant feedback; and confronting.

How do you write a coaching summary? ›

Key Components of Your Coaching Resume
  1. Be detailed in your descriptions.
  2. Understand the job profile and display your qualifications accordingly.
  3. Quantify your achievements.
  4. Break down your successes.
  5. Emphasize the skills and achievements that correlate with the role.
  6. Identify the qualities that make you unique.

What is the mindset of a coach? ›

What Is Mindset Coaching? Mindset coaching focuses on clients' existing beliefs and patterns of thinking. A good mindset coach works to help clients recognize, question, and revise persistent patterns of thought (Kholghi, 2021).

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