How-To: How can I recognize reputable coaches?
Coaching has long been an integral part of modern HR and management development. More and more companies are using it to promote talent and specialists in a targeted and individual way, to strengthen leadership skills and to accompany transformations in a targeted manner.
Almost everyone has to deal with one central question: How do you recognize reputable coaches who really make an impact?
In an increasingly confusing market in which anyone can call themselves a coach, the lines between professionalism and arbitrariness are becoming blurred. This makes the situation complex for HR: coaching is rightly regarded as one of the most effective instruments of personnel development. However, its potential can only be realized if the quality is right. Bad experiences with inadequately qualified coaches can not only block development, but also destroy trust. This makes it all the more important to know what to look for when selecting a coach.
Professional coaches are characterized by role clarity, competence, attitude and transparency. They work in a goal-oriented, methodically reflective manner and always with an eye on the interplay between individual development and organizational reality (1). If a company wants to establish sustainable coaching measures, it not only needs the right format, but above all the right people.
1. role clarity: definition of business coaching
First of all, it should be clear what business coaching is and how it differs from other development and support measures such as consulting or mentoring. This forms the basis for selecting the right coaches. Business coaching is the professional, results-oriented support and development of people in companies and organizations (1).
Coaching activates potential with the aim of promoting individual development and business success in equal measure. Business coaching is a partnership-based process of reflection that helps, among other things:
Gain clarity about role and goals,
challenges in a solution-oriented manner,
to shape personal development in a sustainable way.
This clearly distinguishes coaching from professional advice, mentoring or training (2). Professional coaches are aware of these differences and act in accordance with their role.
2. professionalism: qualification and certification
As "coach" is not a protected professional title, training is a key indicator of quality. Reputable coaches have sound, multi-module training, ideally certified by recognized associations such as ICF, DBVC or ECA.
Professional coaches reflect on their role, work under supervision, use self-awareness and undergo continuous further training. They don't just provide any old service, they shape a demanding development process with sound sensitivity and methodological expertise.
3. attitude: building relationships at eye level
Coaching also works through relationships. A large number of empirical studies have proven this: The relationship between coach and coachee is one of the strongest impact factors in the coaching process (3).
Serious coaches treat their clients as equals. They do not see themselves as advisors, but as process facilitators with a keen eye for patterns, potentials and blockages. They do not prescribe solutions, but encourage the coachees to take responsibility for themselves.
4. process: Goal orientation and transparency
Professional coaching follows a clear process: Clarification of the assignment, definition of objectives, methodical approach, conclusion. Serious coaches make progress visible, document the development and regularly reflect on the course of the process.
They do not work arbitrarily, but in a targeted manner in line with the concerns that are agreed together with the coachee and also with HR.
Conclusion: impact starts with the right choice
It is not easy to identify professional business coaches in the crowded market of coaches. Too many offers entice with big promises and seem appealing at first glance. However, a review of the points listed above can provide clarity: Sound training, a reflective attitude and a structured approach are the basis for effective coaching. This is how real growth can begin.
If you are currently evaluating how coaching fits into your HR development strategy or whether your coach pool is aligned with professional standards, please contact us. We support organizations in anchoring coaching effectively, strategically and with a qualified pool of coaches.
Sources
Schermuly, C. C. (2019). Successful business coaching: Positive effects, undesirable side effects and avoidable dropouts (Ch. 2.1, pp. 43-46). Weinheim: Beltz.
Grawe, K. (2004). Neuropsychotherapy (Ch. 8.5.1, pp. 266-274). Hogrefe.
Schermuly, C. C. (2014). Successful business coaching (pp. 107-110, 162-166). Springer.
