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By Lisa Yoon
Having your very own coach to help you achieve your specific career goals one-on-one -- it's a luxurious thought, isn't it? A good career coach will cost you, though, so it's critical to be savvy in making the best use of a coaching relationship.
Kim Batson, a career-management and leadership coach who works with CIOs (her e-mail signature includes the phrase "The CIO's Coach") shared some insights on coaching relationships with me by e-mail.
When does it make sense to hire a career coach, and when might other solutions be more appropriate?
A career coach makes sense for just about any career issue you're up against, it seems. Batson cites reasons ranging from specific situations such as career transition, a stalled career or job search, or a desire for promotion, to more general goals like learning how to "recession-proof" a career or simply building on an already successful career. A coach can help you strategize, create your personal brand, show you how to use the most current career-boosting tools. He or she can help you figure out what's holding you back so you can get back on course. Coaches can even help with task-oriented skills such as interview prep and salary negotiation.
Here's what a coach isn't for, Batson notes: "Career coaches do not 'fix' you, motivate you, or provide therapy. Leadership, executive coaches, or therapists work better in these instances."
What can you expect from a coach?
Good career coaches wear many hats. They're advisors, brainstorming partners, and a good resource for tools and industry connections. They also offer the all-important objective point of view, especially important for identifying the obstacles that keep you from reaching your goals. The best coaches not only help you achieve your goals by encouraging you, adds Batson. They also "hold you accountable to reach the goals you've set. [A good career coach] will ask you to stretch."
Signs your coach isn't the right one
Your career coach should get you. The coach should fully understand your function, industry, area of expertise, and your experience level, explains Batson. She adds that many technology executives prefer structure; therefore, a coach with a more freeform coaching approach may not be the right fit. "Ask [the prospective coach] how the process is structured," she advises.
How do you find someone good?
The Web, of course, is a good starting point for coaches that specialize in your field, function, and executive level. But don't stop there. Check credentials, number of years in the business, and their standing within the career-management industry: Are they considered thought leaders and influencers? Do they speak at conferences? Who endorses them? In a similar vein, check their LinkedIn profiles for recommendations and other online testimonials from clients.
Batson also recommends asking for a free consultation to determine a match in personality and style.
Finally, be ready to make that financial investment. "The higher-end executive career coaches will charge accordingly," says Batson. "In coaching, you get what you pay for."
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