How To Find The Best Coach For You

How To Find The Best Coach For You

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How To Find The Best Coach For You

Picking “the right coach” for yourself is arguably one of the most important decisions you will make in your life. It’s not just about “who knows how to help you.” There is so much more than that. In this article, we interviewed some of the world’s best coaches to see what they suggest on how to find the best coach for you. 

Whether you are looking to improve your career or grow your business, this article will help you find the best coach suited for you.


How to find a good coach? 

Małgorzata Warda (Executive Coach) Says:

“Coaches specialize in different areas – such as business coaching, career coaching, life coaching and others. So the first step to find the right coach has to be done by the Client – you have to define yourself in which area you would need support. 

For example my areas of expertise are executive coaching & business mentoring – I mainly support leaders and business owners in such areas as team management, business development, career development as well as personal branding. 

What is mentoring? Mentoring is also being called “coaching +” because it contains the element of the relevant business experience which the given coach can share with the Client during the session. So if for example you are looking for specific support in the area of team management you might consider a mentor instead of a classic coach. A mentor is in fact a coach who -in this given case- has been managing teams himself or herself and therefore may have a better understanding of the challenges that you face and can share specific knowledge with you or inspire you with a different perspective to approach a given challenge.

Once you have defined the area in which you need support, you can look for the right coach or mentor in Google but also on social platforms such as LinkedIn. Nowadays many coaches and mentors conduct online sessions. So if the geographical location is not important for you, you will have a really wide choice. Therefore it is advisable to check out the recommendations which are usually easy to find on the LinkedIn profiles. 

Before you make your final decision, also check out the qualifications of the given coach or mentor. An accreditation issued by a renowned organization in the industry (for example the European Mentoring & Coaching Council or the International Coaching Federation) is a proof that a coach has the necessary qualifications to conduct development processes. If you entrust your health to a doctor with medical education, it is good to make sure that the coach or mentor to whom you entrust your personal development has the necessary substantive competences. In the case of coaches & mentors a renowned accreditation is also a guarantee that the process will be conducted based on high ethical standards.”


What aspects should be considered?

Darren Kanthal (Executive Coach) Says: 

“There are 3 main aspects when considering your coach.

  1. Rapport. This includes their style of speech, sense of humor, and the way they tell stories and ask questions. It’s important that you like the person. It’s even more important that the Coach challenges you, and you feel open to being challenged.
  2. Credibility. For some, it’s having credentials and letters after your name. For others, it means the Coach has a similar background within a particular industry, function, or seniority. And for others still, it could also mean they’ve been through something similar to you.
  3. Philosophy & Framework. Even with similar foundations of training, each Coach forms their own philosophy, style, and framework. Mind you, this is not a ‘how-to’ guide. If you’re looking for that, it’s possible you’re getting too granular and looking for a linear approach to something that, quite frankly, isn’t.

At the end of the day, you want to ensure you and the Coach are aligned on values and philosophies. If not, your messages will be misaligned and you might struggle to see eye-to-eye.”


How do coaching and mentoring differ from traditional training or consulting approaches? 

Antonio Prescott (Sales Coach) Says:

“Coaching and mentoring are personalized approaches that focus on developing individuals’ skills and abilities by providing guidance, support, and feedback.

Unlike traditional training or consulting, coaching and mentoring emphasize the individual’s growth and development rather than imparting knowledge or providing solutions. In coaching, the coach works with the individual to identify areas for improvement and provides tools and techniques to help the individual reach their goals.

In mentoring, the mentor offers guidance and advice based on their own experiences and expertise to help the mentee navigate their career path. Both coaching and mentoring involve a collaborative relationship between the coach/mentor and the individual, and the focus is on facilitating learning and development rather than simply providing information or solutions.”


What are the benefits of coaching and mentoring for individuals and organizations? 

Sezen Oznacar (Senior L&D Professional and ICF-ACC Coach) Says:

Coaching and mentoring are two valuable approaches to personal and professional development. Both methods that I call ‘The art of empowering talents’ involve one person supporting another person towards achieving their goals, but they differ in terms of approach used.

For individuals, coaching and mentoring can help to identify and overcome obstacles and challenges, as well as provide a safe space for them to explore their strengths and weaknesses. Additionally coaching and mentoring provide support in gaining new skills and knowledge, enhancing performance, building confidence and self-awareness, improving communication and interpersonal skills, and increasing job/life satisfaction and motivation.

Coaching and mentoring are essential tools for organizations to identify and nurture high-potential employees for career development and succession planning. These practices can lead to improved productivity, reduced turnover rates, increased employee engagement and retention, and a learning culture that fosters innovation and creativity.

To ensure optimal results, it is very important that a coach receives proper education and obtains accreditation from International Coaching Federation (ICF) / European Mentoring & Coaching Council (EMCC) which are the refences for coaching and mentoring, as the term “coach” is often misused, since Covid, and can lead to ineffective coaching practices.”


What are some of the key skills and qualities that are important for effective coaching and mentoring? 

Nils Vinje (Leadership Coach) Says:

“In order for a coaching relationship to work, the “coachee” must be ready to do the work and the coach must be skilled. A skilled coach is one who has certification and experience in the focus area. “

To add to Nils perspective, there are 3 Key Skills/Qualities that are important for effective coaching:

  1. The coach TRULY understands your pain 
  2. The coach TRULY understands where you want to go
  3. The client is committed to following through on the work assigned to him/her

How can individuals or organizations measure the success of coaching and mentoring initiatives? 

Steve Knapp (Sales Trainer) Says:

“Measuring the success of coaching and mentoring initiatives isn’t straightforward, as the outcomes can be difficult to quantify.

This is often the blocker in the decision-making process but it really shouldn’t be as there are several ways that individuals or organizations can measure the effectiveness of these interventions.

One approach is to set specific, measurable goals for the coaching or mentoring program and track progress towards those goals.

In a sales sense, this could include visible improvements in an individual’s results and performance or perhaps retention in the role if this is an organization’s challenge.

Another approach is to gather feedback from both the coaches/mentors and the individuals being coached/mentored. This feedback can provide valuable insights into the effectiveness of the program, and areas for improvement, and provide success stories.

If the above feels too soft around measurement for you then let’s finally consider how to evaluate the return on investment (ROI) of the coaching or mentoring program.

You’ll have to do some work here as this involves comparing the costs of the program (e.g., time, resources, salaries) to the benefits (improved productivity, increased revenue).

By quantifying the ROI, organizations can determine whether the program is providing a positive impact on their bottom line.

Overall, measuring the success of coaching and mentoring initiatives isn’t straightforward, as I previously mentioned, because it requires a combination of qualitative and quantitative data.

It also requires ongoing evaluation and feedback, therefore, commitment to go down this path is a requirement from all parties before entering a coaching/mentoring arrangement. “


How do you approach helping clients identify their strengths, interests, and values to determine their ideal career path? 

Corinne PYREE-MARX (Career Coach) Says:

“I have always found that listening to clients is the best way to help them identify what they want. As a coach trained by Anthony Robbins and Cloe Madanes, I believe my clients can determine what their life is going to be like. And when they reflect on their past choices and things they are proud of, we can often see a thread from which they can identify their strengths, interests, and values. Of course, we can always use tests of all sorts. Yet coaching with me is never a one size fits all. On-going coaching sessions do just that: discover who this client is and what makes s/he tick. Each person is different. The ideal career path is the one that would lead to a life of meaning. And growth is an important aspect. In which area are they ready to grow? “


What tools or assessments do you use to help clients gain self-awareness and identify career options? 

Lucie Yeomans (Career Coach) Says:

“As a career coach who specializes in helping college students and new grads launch their careers, I customize my approach based on each client’s needs and goals. If they are unsure about their career direction, I recommend visiting the university’s career center for resources and assessments. Career centers offer a treasure trove of resources, including counseling and free assessments, such as CareerLeader Assessment, Strong Interest Inventory (SII), Myers-Brigs Type Indicator (MBTI), and Gallup CliftonStrengths.

Once clients determine their career direction, I administer Gallup CliftonStrengths and/or DISC if not offered by their career center. These assessments help students gain a better understanding of their natural talents and how to use them to achieve goals and succeed in their chosen field. Additionally, they aid in developing self-awareness and understanding how to work effectively with others – key traits for high performance and growth.

When we all partner together, great things happen!”


Finding the right coach can be a transformative experience that helps you achieve your goals and reach your full potential. But with so many coaches out there, how can you find the best one for you? By following the tips we’ve shared in this article, you’ll be well-equipped to identify the qualities of an effective coach and choose someone who aligns with your values, goals, and personality. Remember to take your time, do your research, and trust your instincts when selecting a coach. With the right match, you can embark on a powerful journey of growth, self-discovery, and success. So start exploring your options today, and find the coach who will help you become the best version of yourself.





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