Coaching is now a firmly established means of effectively developing the skills and performance of people, with over 90% of UK organisations employing them for their staff. This is supported by research which demonstrates the effectiveness of coaching on:

• Performance and skills development

• Well-being

• Coping

• Work attitudes

• Goal directed 'self-regulation'

One of the major benefits of coaching is in the vast range of styles and approaches employed by different coaches which, in principle, means it is easier to find those who will fit best with your people and culture. We know that, assuming you are selecting from an equally competent group of coaches, choosing the one with whom you feel the most rapport and trust ('chemistry') will significantly enhance the success of the outcome. However that is also one of the problems facing organisations in that it can be difficult to access an appropriate range of coaches and know how to assess and select the right coaches for their people to choose from.

Choosing a coach

So we know that an important component in the most successful coaching outcomes is ensuring that the participant is working with the right coach for them. It is important that the participant feels that they can establish rapport and trust with their coach and that they would feel comfortable working with him or her.

Working with our coaching panel, the selection process generally begins with a ‘chemistry’ meeting with each of the coaches who have been shortlisted. Once your participant has met them they are then able to select the one they would feel most comfortable with and who they feel is most likely to help them to achieve their goals. To help coachees in that selection process, we recommend that they ask some specific questions and consider the following points:

Possible Questions

• How would you describe your coaching style? What would it be like to work with you?

• How did you get into coaching? What is your career background?

• How long have you been coaching?

• What kind of people do you work best with?

• What is your coaching philosophy/coaching principles?

• Can you tell me about other coaching assignments where the coachee had similar situations/issues/goals?

• How would your other coachees describe you?

Immediately following each chemistry meeting we advise coachees to take a few minutes to note down their initial impressions.

When you are embarking on a coaching experience, whether for yourself or for your people, you will begin in the strongest possible way by having the choice as to the coach you will work with. 

Our coach panel provides a flexible and easily accessed source of high quality professional executive coaching for your organisation. Our assessment and selection processes mean we have already sourced highly experienced and high calibre coaches, from which you and your people need just to choose the 'best fit'.

​Working with our coach panel means that you benefit from coach choice along with a consistent, quality assured approach. Our established and effective coaching process provides for flexible and responsive delivery with none of the hassle for you. For more details email us at enquiries@managingchange.org.uk