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Interpersonal
competencies.
Is the coach able to generate trust; enable and support
commitment; generate new actions through speaking and listening
skills; observe and intervene and manage moods and emotions to
allow for new possible actions to take place?
-
Commitment
to customer service.
Does the coach have a genuine commitment to your customers?
Particularly, does the coach have a working model of customer
satisfaction?
-
Strategic
planning skills.
Does the coach have knowledge of, and experience in, long-term and
short-term strategic planning? Can she or he relate this
experience to your specific business?
-
Exclusivity.
Is
the coach working with any of your direct competitors? It could be
useful to contract with the coach so that he or she will not take
a competitor as a client as long as your coaching agreement is in
effect.
-
Availability.
Is the coach available so that you can check in regularly? Some
coaches offer on-site individual coaching, tele-coaching, or
e-mail coaching. Choose which format best suits your needs and
make sure the coach is available on your terms.
-
Business
expertise.
Does
the coach have an understanding of your business? For example, if
you are a family business owner / manager, you should determine
whether the coach understand the unique stresses involved in
running a family business and can work with you to deal
effectively with family dynamics and other family business issues.
-
Credentials,
training and experience.
Where was the coach trained? Can the coach differentiate between
coaching and counselling issues? What is the coach’s experience
in your particular niche area? What does the coach know about your
organisation’s values and vision?
