This post follows last week’s article Top 10 Questions to Ask Before Hiring a Coach – part 1 where we covered 5 of the 10 questions your should ask before deciding to hire a coach.
6. Will I be able to quantifiably measure the impact you have on my business? What is the ROI range achieved by your clients?
An ROI range provides quantifiable evidence that a coach provides advice that works. If a consultant cannot provide some idea of his or her clients’ average return on investment, then you need to ask more questions about how you can expect to measure the impact of the coach on your business.
7. Can I see testimonials from former clients in a similar situation to mine?
The experiences of others often tell you a lot about a consultant and the way he or she works. Testimonials will highlight the success of a coach’s clients, and they should offer evidence that the consultant provides concrete and effective advice.
8. What are the three primary “pay-off” benefits of your program?
Working with a coach or consultant takes time and energy, and this effort should be rewarded with clear benefits to you and to your business. Obviously, an increase in your income is one possible pay off, but a coaching program can also lead to other measurable benefits. Good consultants can identify the results you should expect. They could, for example, tell you that their clients see improved client satisfaction, enjoy increased referrals, and achieve their personal goals and objectives.
9. Do you accept anyone as a client, or are you selective?
Some consultants and coaches attempt to be all things to all people, and therefore tend to provide vague advice that is challenging to apply. The most effective consultants strive to be all things to some people. These consultants will present focused and time-tested advice that will work in your situation.
10. Is there a “fit”?
Once you have determined that the coach has the experience and processes that lead to proven results, you need to decide whether you can effectively work together. You need to determine if you are philosophically aligned and you need to be sure that what you want is consistent with what the coach can and will provide. After all, a coaching process is not something you buy, it’s something you buy-into. By using an interview style with a two-way diagnostic approach, it becomes a conversation rather than a monologue. By being engaged in the process, your instincts and judgment will tell you whether or not there is a good fit going forward.
You can learn even more if you ask the tough questions. Ask if the consultant is open to sharing examples of their “misses.” Are they willing to tell you about clients who did not succeed because of poor chemistry or poor communication? You should also ask the coach to name his or her top three competitors. The tone and temperament used in the response to these types of challenging questions are just as revealing as the answers themselves.
If you ask a potential consultant these 10 questions, you will be well on your way to choosing a coach who will work for you.
Keep in mind, the value of a coaching program really begins when it’s over, not just while you’re in it. If you can take the philosophy, content and execution plan and translate it into results, then it’s been a good investment of time and money. If, on the other hand, the value is temporary and you aren’t able to create habits and disciplines that stand on their own and compound over time, then what’s the point?
Keep in mind, contrary to the old cliché, time is not money! Your time is more valuable than your money. You can earn back the money you spend, but you can’t get your time back.
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