Tips for Hiring a Professional Coach

I've worked with 9+ coaches and invested over $15K in coaches alone. The best coach I worked with surprised me. She was a 10/10 and it wasn't for the reasons you'd expect: • She wasn't the most expensive. • She had little to no online presence. • She didn't have the most impressive background. How she carried herself during our coaching sessions made the difference. Here's what she did: • She understood my goals and challenges from the start. • She picked up every conversation where we left off last time • She asked me what was top of mind, so I felt included and in control, as she led the pace and direction of the conversation • She asked me how things '𝑙𝑜𝑜𝑘𝑒𝑑' and '𝑓𝑒𝑙𝑡', helping me evaluation options in real-time on a tangible level • She was great at zooming out and zooming in, helping me see the big picture, and the small details of what I was working towards The lesson? • Don't be blinded by credentials. • Remember: price doesn't equal value. • And LinkedIn guru status doesn't mean much. Instead: • Speak with a few coaches. • Notice how you feel about them, and yourself, afterwards. • Look for someone who understands you on a strategic and tactical level. Work with a coach who leads you to where you want to go, not to where they want you to go. You can get a good feel for that in the first 1-2 conversations.

Some founders hire the industry expert. Others hire the psychologist. Both miss the mark. Here’s why: One knows your market. The other knows your mind. But neither can hold the whole conversation. To grow into your next chapter, you need someone who can do both: Someone who understands your business and your blind spots. That’s the kind of coach top performers choose. A coach isn’t there to give you the answers. They’re there to expand your capacity. So that you can ask better questions, make clearer decisions, and lead with more conviction. Here’s how to evaluate whether a coach can truly help you grow: 1. Understand technical vs. adaptive change Technical changes require information and motivation. Adaptive changes require repatterning your emotional wiring. The best coaches can guide you through both. 2. Vet their technical skills Have they walked in your shoes as a CEO or leader? Not just any success story, but someone who worked hard for their wins. Great coaches share war stories about the messy process of scaling. 3. Assess their adaptive capabilities Can they help you change the deep patterns holding you back? In your first conversation, bring a persistent challenge and see if they: - Just talk about the issue, or - Actually shift your relationship to it in the moment 4. Feel their presence The best coaches are fully here, without agenda or distraction. You'll know it when you feel it - you naturally expand in their presence. This quality creates the safety needed for real transformation. 5. Test your fit Do you want a cheerleader or a drill sergeant? An empath or a strategist? The right coach for you feels like coming home, even when the work is challenging. Finding a coach with all four qualities isn't easy. But settling for less means settling for incremental growth. If this resonates, here's what makes Inside-Out Leadership different: You’re not just getting a coach. You’re getting a team. Your lead coach is a former founder who walks with you 1:1. But behind them is a whole network of specialists: Each with CEO experience. Each with different backgrounds. Each ready to support the journey ahead. Because leadership isn’t linear. And no one coach has every answer. We’ve helped hundreds of leaders grow with intention, clarity, and integrity. Let’s talk. - Proud to coach with Inside-Out Leadership: executive coaching by trained coaches who have founded, funded, scaled, & sold their own companies.

“I’m not happy.” Recently, a leader I respect shared that he felt like an executive coach had failed him. Their discussions hadn’t led to the business impact that the leader had expected. As a coach (and a previous advisor for the leader), I wanted to better understand what had happened, so we jumped on a call. 📍 It turns out, the “I’m not happy” result stemmed from the fact that this leader and his coach hadn’t agreed upon a clear, shared set of goals up front. The leader thought they were solving for one set of problems, while the coach was focused on an entirely different set. - - - - - - My take on the situation? Coaches need to ask the right questions, but leaders can’t expect a coach to read their minds. Success is best achieved when there’s alignment from the start. If you’re considering working with a coach, I have a few suggestions for how to get started: 1. Embrace “ROE” (return on expectations) as your metric for success, not ROI Coaching isn't about generic metrics—it's about defining specific, meaningful outcomes. A good coach “contracts” with you (e.g., helps you get clear) from the start on your primary coaching goals, and each person's specific role in achieving these goals. It’s the coach’s responsibility to ensure they have the right skillset to help you achieve your goals; it’s on you to own the work. 2. Get radically specific If you’re looking for coaching, having "I want to improve" as your goal isn’t enough. The more specific you can get - breaking down things like what you’ll be doing differently if you achieve a goal, the work you’ll need to do, and why there’s urgency now - the better chance you have of seeing sustainable positive shifts. 3. Commit to providing (and receiving) ongoing, honest feedback A successful coaching relationship requires transparency. A good coach will ask for feedback at key intervals. This might include asking you questions like: - What shifts are you experiencing, if any? - How are you showing up differently at work, and for your career in general? Get specific about what you are doing differently (e.g. “Before, when X happened I… Now, when X happens, I…”) - What additional support do you need? - - - - - - A great coach doesn't provide answers—they help you unlock your most effective self. Each person in the partnership has a role to play. This is what success looks like in a coaching relationship. What would those of you who are coaches, or who have had coaches, add?

🎙️Red Flags When Choosing A Coach In this episode of All Things Product, Petra Wille and Teresa Torres dig into one of the most common — and tricky — questions they get: How do I choose the right product coach? If you’ve ever scrolled past 7,500 “product coaches” on LinkedIn and wondered who’s actually worth your time and money, this one’s for you. Teresa and Petra share red flags 🚩 to watch out for, green flags ✅ that signal quality, and practical tips for vetting coaches across product discovery, leadership, and more. Whether you’re looking for your first coach or want to sanity-check your current shortlist 📝, you’ll walk away with a clear framework to help you make an informed choice. What We Cover: 🔍 The explosion of product coaches — and why it's harder than ever to choose one 🚩 Red flags: overpromising results, one-size-fits-all approaches, lack of relevant experience ✅ Green flags: coaching mindset, relevant product and coaching experience, transparency in approach 🎯 How to assess if a coach is a good fit for your domain, stage, and style 🙅♀️ Why the best coaches won’t tell you what to do — and what they should be doing instead 📚 The difference between coaching and training (and when to look for each) 📞 Chemistry calls: what to ask and how to spot misalignment early 🧠 Why coaches need to have had coaching too Key Takeaways: 💡 Great coaches help you develop your own thinking — they don’t just hand you answers. 🔎 Look for relevant domain and coaching experience — not just a shiny title. 🧭 A good coach puts you in the driver’s seat and meets you where you are. 🤝 Fit > credentials: coaching is personal, and chemistry matters more than a certificate. Find links to Spotify, Apple Podcasts, and YouTube in the comments. Give it a listen and share your thoughts in the comments below.💬👇

Not all career coaches are created equally. I was reminded of this yesterday after speaking with two professionals , both former federal employees, who felt they had wasted time and money working with previous coaches during their transitions. When I reviewed their resumes and asked about their networking strategies, there was no indication they had worked with a qualified coach. - Their resumes lacked metrics, outcomes, and leadership impact - Their experience wasn’t translated for non-government audiences - Their networking approach was transactional: connect once, then immediately ask for job leads - No relationship-building. No positioning. No strategy. That’s not executive coaching, that’s guesswork. Career transitions at the senior level are not about finding any next role. They’re about repositioning decades of leadership experience for a new audience and navigating the unwritten rules of the private and nonprofit sectors. Effective career transition coaching helps senior leaders: - Translate federal experience into enterprise and market value - Quantify scope, scale, and results - Build credibility outside government - Develop relationship-based networking strategies that actually work - Move with clarity, confidence, and intention If you’re a current or former federal employee considering a career coach, here’s my advice: 👉 Always schedule a strategy call. 👉 Ask them to review your LinkedIn profile or resume. 👉 Listen closely to the quality and specificity of their feedback. A strong coach should quickly identify: - What’s not landing with external audiences - Where your experience needs reframing - How to position you for the roles you actually want If the guidance feels generic or doesn’t reflect an understanding of senior-level transitions, keep looking. Your experience deserves more than a one-size-fits-all approach. If you’re a senior leader navigating a transition and want thoughtful, strategic coaching grounded in clarity, positioning, and execution, I’d be glad to connect. 📩 DM me to schedule a strategy call —or— 🔗 https://lnkd.in/gw6-xiTF

The Professional Coach What makes a coach professional and how might someone differentiate in choosing to work with one? I thought it might be useful to set a rule of thumb for anyone commissioning or hiring a coach. 👍Clear Offering: that the coach isn’t trying to be all things to all people, that they have a clearly defined audience and don’t coach ‘anybody’ 👍Qualified and Accredited: does the coach have a recognised qualification relevant to their offer? Do they have any other accreditations like psychometric or other tools? 👍Professional Membership: that they belong to a an appropriate professional body. Coaching isn’t yet regulated but it’s important to have relevant membership and they are committed to developing their practice 👍Undergo Supervision: it’s important for the coach to maintain best practice, to be self aware and to ensure they are fully resourced, so they should access to some form of supervision. Do they have that? 👍Clearly Defined Process: from the initial ‘discovery’ meeting through ‘contracting’ and the culmination of the relationship; the coach must have a clear process of working 👍Transparency of Terms: how much is it? How long for? And what happens if..? There should be a clear proposition, up front 👍Insured: need I say anything about making sure they have indemnity? Perhaps my fellow coaches and ILM alumni can chip in on the comments. What makes a professional coach? I’m John; a coach to executives in large public bodies like Universities, as well as a Business Coach to solo entrepreneurs and small business owners. I’m a qualified executive coach at Level 7 and hold numerous accreditations in diagnostics and I’m a member of European Mentoring and Coaching Council, adhering to the Global Code of Ethics. I run my own group supervision sessions as well as have access to personal supervision. I am fully indemnified. It all starts with a free no obligation ‘discovery’ session via my web site where people can see if I am a good fit. #coaching #executivecoaching #businesscoaching #ethics #supervision #ilm #bestpractice

11 Green Flags for Coaches: (Read before you hire one). Want to spot a mediocre coach? Look for the one talking the most about their success. Good marketers don't equal good coaches. Here's how you can tell the difference. 11 signs that separate great coaches from good marketers... 1/ Questions Over Statements ↳ Good coaches let you do the talking. ↳ They know listening reveals your real challenges. → SMART TIPS – Count their questions in your first call – Track how long they let you speak 2/ Clear Framework ↳ Elite coaches have tested systems. ↳ No fluffy "it depends" answers here. → SMART TIPS – Get a clear framework explanation – Ask for specific client examples 3/ Small Win Energy ↳ Big wins start tiny. ↳ Smart coaches celebrate every step forward. → SMART TIPS – Check their feed for $1K win posts – Ask how they track minor victories 4/ Mindset + Strategy Mix ↳ Tools alone won't get you there. ↳ Neither will mindset without action. → SMART TIPS – Review their how-to content ratio – Note their mindset vs tactics split 5/ Power of Pause ↳ Watch for the silent moments. ↳ Real growth happens in the quiet. → SMART TIPS – Count seconds between responses – Note if they rush to fill silence 6/ Clear Boundaries ↳ No 3 AM calls. ↳ Pro coaches protect their energy. → SMART TIPS – Get their response time policy – Check their work hour limits 7/ Progress Tracking ↳ They measure what matters. ↳ Small steps = big leaps. → SMART TIPS – Ask about their milestone system – Review their progress markers 8/ Always Present ↳ Not just during launch week. ↳ Real coaches show up daily. → SMART TIPS – Check last 90 days of posts – Look for consistent engagement 9/ Knowledge Limits ↳ "I don't know" = honesty. ↳ Great coaches admit gaps. → SMART TIPS – Ask tough industry questions – Watch how they handle uncertainty 10/ Self-Growth ↳ They walk their talk. ↳ The best never stop learning. → SMART TIPS – Ask who coaches them – Check their recent training 11/ Real Talk ↳ Same person everywhere. ↳ Online. Offline. Always authentic. → SMART TIPS – Compare public vs private tone – Match their words to actions Want more coach-picking tips? → Follow for daily insights → Like if this helped P.S. Have you ever regretted hiring a coach? Let me know in the comments ⬇️ 8 Step Brain Based DM Framework https://lnkd.in/gH2pmBpK ____________________________________________________________ ♻️ Repost to help others avoid good marketers. ➕ Follow 🧠 Shannon for more coach pitfalls to avoid.

5 questions I wish I knew before hiring my first coach. When I first started looking for a coach, I felt overwhelmed by the choices out there. It felt like a jungle! I ended up wasting time and money choosing the wrong coaches... Here are the 5 crucial questions I wish I’d asked to find the perfect coach and ensure a great fit: 1️⃣ What methodologies or tools do you use in your coaching? ✅ I found it crucial to understand their approach right from the start. It helped me see if it matched what I was looking for. 2️⃣ Can you give me examples of success you have had with other clients? ✅ I needed to hear about real-life successes to feel reassured about their capabilities. 3️⃣ How do we define and measure success together? ✅ I learned that having aligned expectations on what success looks like is essential. 4️⃣ How do you handle situations where a client is not progressing as expected? ✅ It was important for me to know that my coach could adapt their strategies to overcome challenges. 5️⃣ Are you supervised? ✅ Knowing that my coach was supervised added an extra layer of trust for me. A coach should walk the talk! What would you add in question #6 ? PS : Like and save this post for later or share it with a friend who needs a coach.

9 steps to find the right coach and 7X your results: When I found out I’d get a 1:1 executive coach, I was ecstatic. Until I realized I didn’t get to choose. I couldn’t wait to start. I’d have the support to grow and tackle challenges head-on. But when my boss announced who my coach would be, my heart sank. Coaching is personal. It’s about trust, alignment, and shared values. And I quickly learned: coaching only works when you find the right coach. Studies show that coaching delivers an average ROI of 7x the initial investment (PWC). But finding the RIGHT coach? That’s what drives real results. Over the course of my career, I’ve had dozens of coaches. And as a leader, I’ve been a coach to 100s of employees. Here’s what I’ve learned: 9 Steps to Find the Right Coach and 7x Your Results: 1. Define Your Destination: Get crystal clear on what you want to achieve. 2. Prioritize the Biggest ROI: Identify areas that drive the biggest change. 3. Understand the Coaching Landscape: Match your goals to the right type of coach. 4. Research and Connect: Leverage your network for referrals. Explore platforms like LinkedIn or ICF directories. 5. Evaluate the Coach: Check their credentials, credibility, and testimonials. Look for measurable results in their track record. 6. Choose the Right Format: Decide if you need individual, group, or team coaching. 7. Test the Fit: Assess their expertise, compatibility, and approach. 8. Invest in Yourself: Coaching requires time, energy, and resources. But the ROI is transformative. 9. Commit to the Process: Coaching works when you show up fully. Be ready to take action, reflect, and grow. The right coach doesn’t just guide you. They align with your values, challenge you to think bigger, and help you achieve breakthroughs. Just like Kobe Bryant worked with different coaches to refine his game, the right coach can help you level up. Whether in leadership, business, or personal growth. The Right Coach = The Best Version of You. What's your biggest coaching need right now? Let’s chat in the comments. 👇 And if you’re ready to 7X your results, follow me for more strategies to unlock your potential.

Did your coach put on their “oxygen mask” first? Or are you working with someone who needs help themselves? Any good coach should: - Select who they will work with - Check if they have the necessary energy - Refer clients to other coaches if they can’t help - Take care of themselves before taking others As a senior leader, you also need to check: - Who can walk the talk - Who understands your issues - Who offers customised solutions - Who brings out the best in your life path Coaching is a two-way process. Both you and your coach need to create space and energy for an effective partnership. For coaches, it’s important to: - Take care of themselves first - Understand their clients’ needs - Continuously educate themselves to offer better solutions For leaders in coaching sessions, ensure your coach: - Has relevant expertise - Is truly present during your sessions - Has the right level of energy to fuel you - Distinguishes between coaching and mentoring Instead of switching coaches or rescheduling sessions, invest time in finding the right one to avoid inefficiencies. P.S.: How do you prioritise your self-care? #Coaching #SeniorLeader #Mentoring #Growth #SelfCare