A good leadership coach will be someone with a history as a group leader preferably in a managerial role.
It is preferable that they hold a certification from a credentialing program. Examples include the International Coaches Federation or the World Association of Business Coaches. The certifications demonstrate that a coach has had some formal training, some mentoring and hopefully their performance has been reviewed.
It is best when the criteria for certification is established based on empirical studies of coaching outcomes, not just adherence to a particular philosophy of coaching.
They should have a grasp of psychology, preferably with some credentials in that field also. Much about leadership is to do with state of mind and behaviour. How you relate to others and yourself.
The leadership coach should vary the coaching to the individual needs of the client – their circumstances, history, emotions and aspirations. One to one discussion is important to get to know the client. With group discussions coaching class sizes should be kept small.
The purpose of leadership coaching is to help develop a leader who is not only honest and true to others but most importantly they are honest and true to themselves so that they act out of personal conviction. Helping a leader find their true selves is a difficult and sometimes overwhelming task. There are many different things that go into the makeup of an individual. Leadership coaches will often use personality reports to get an understanding of the client’s true self.
They must enable managers to be more consciously aware of their behaviour particularly under problematic situations. Role playing and question and answer responses to hypothetical situations can be useful methods to help managers analyse their own motives and responses to different situations. Feedback should be provided to help identify any unhelpful reactions or defences that managers may have. This can result in constructive improvements in how team leaders relate to others.
A good leadership coach will require you to open up emotionally and share personal histories. An examination of personal history provides the coach, and managers being coached, with a means to identify those patterns of behaviour that are effective, and others that are ineffective.
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