The Smart Leader’s Guide to Growth

Throughout my life, I’ve had various “coaches.” I had a batting coach when I played little league baseball to improve my swing. I had a coach when I struggled in my accounting courses in college. As a professional, I had coaches to help me learn how to be an effective leader, transition into new and more complex roles, and as I matured as a leader, I had a coach to help build specific skills to be more strategic and impactful. Based on these experiences, I believe in the value of good coaching; I’ve always found that coaching should be specific, well planned and goal-oriented.

I recently read an article on Yahoo about coaching Yahoo – Coaching Boom , where individuals shared their experiences with life, grief, and career coaching. The article provides several examples of clients who hired a coach with mostly positive results. It goes on to describe the coaching industry as a fast-growing ($5B+) and mostly unregulated field (partially true), and it touches on one of the hot issues in coaching – where does coaching stop and therapy begin? The author, Marietta Alessi, also suggests that many coaches lack the experience to understand the context of their clients’ challenges. Finally, Marietta summarizes that coaching can help, but individuals must thoroughly vet coaches and manage their expectations.

As I read the article and the comments left by readers, it struck me that individuals would benefit from a practical, step-by-step approach to ensure their coaching journey is successful. That journey begins with understanding your goals and objectives for coaching. What do you want to achieve and why? Are you looking for advice, a mentor, or a thought partner? As the article states, “the job of a coach is to help bring a magnifying glass (or mirror) to a client’s thought patterns and add structure and strategies to expand their thinking.” Often, individuals do not have the ability to see certain behavioral patterns, biases, perceptions, or self-limiting mindsets on their own. That’s where a coach as a thought partner can be the answer.

While many of the comments posted by readers suggest that coaching is unnecessary, one only needs to think of Steve Jobs, Oprah Winfrey, Tom Brady, and Beyoncé – all individuals at the top of their game, and all had coaches. Some may choose to read a book or listen to an occasional podcast; however, working with a coach can add that external perspective free from the stories we tell ourselves. Each individual will make their own choices, but if your choice is to work with a coach as a thought partner, you probably need some advice on how to select and vet a coach.

If you’re considering a coach, fit and chemistry with your coach are critical factors. Here are my practical tips for finding and vetting a leadership coach:

Understand your goals and objectives – What do you want to achieve? (e.g., greater influence, leadership presence, effective communication).
Relevant experience – Has this person coached others at your level or in your industry?
Professional experience – Do they have the experience to understand your context and challenges?
Credentials & approach – Do they have professional training, certification, and a clear coaching method?
Evidence of impact – Can they share client testimonials or measurable results?
Chemistry fit – Do you feel trust, rapport, and the ability to be open with them?
Practical fit – Does their availability, format, and cost align with your needs?

I always recommend having a “chemistry session” before you select your coach and enter an agreement.

The bottom line is that coaching works if the individual being coached has the right mindset and if the coach is the right fit for the individual. Disappointment is almost always rooted in unmet expectations. If you do your homework, you’ll improve your chances of success.

If you’re still undecided and need help selecting a coach, give me a call. I’m interested in your success.

Cell: 720.235.9370

Email: john@johnburtleadership.com

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