“A few years ago, the idea of having a personal coach would have raised eyebrows among lawyers hardwired to be sceptical. Today, it has moved out of the shadows, with the top 100 law firms spending an estimated £4.5 million on coaching annually…
Guy Beringer, senior partner of Allen & Overy, sums up coaching’s transition from oddball to a key element in law firms’ training programmes.
‘About five years ago, I would have been sceptical of the value of coaching. Now I am extremely enthusiastic, and I can think of virtually no areas of activity where people cannot at the very least be improved by it and a number where their performance can be transformed.’”
The above appeared in The Law Gazette in October 2006. But with coaching so much in vogue, how can you choose the right coach?
Look for the following:
Qualifications
Unfortunately, anyone can call themselves a coach. Look for someone with qualifications to at least post graduate level.
References and experience
Look for a coach who is happy for you to talk to one of their clients, and who has several years’ experience in coaching.
Relevant Business Experience
Whilst not strictly necessary, a coach who has experience in professional services may have more credibility with those being coached, particularly partners. This knowledge can also reduce the time spent explaining background material.
A focus on measurable outcomes
Coaching can get a bit “woolly”. Look for a coach who is keen to clarify the outcome YOU are looking for. If you are happy to provide coaching to staff as a benefit and are not looking for a measurable outcome, that’s fine. But your coach should clarify this with you.
Ability to explain their model
Look for a coach who is able to explain what they do in terms you can understand, and who has a range of techniques at their disposal.
NLP?
More and more firms like their coaches to have NLP (neuro-linguistic programming) training. If you want a coach who uses NLP, ideally look for training to Master Practitioner or Trainer level.
Supervision and Continuing Professional Development
Look for a coach who has regular supervision and undertakes CPD.
Understanding of boundaries
The coach should know their boundaries, and when to refer to a mental health professional.
Membership of professional bodies
The coach should be a member of a professional body and carry appropriate indemnity insurance.
Cultural fit and personality
Finally, do you like them, and do they seem to be a good cultural fit with your firm?
Are you a lawyer or an HR manager within a law firm? For more free articles and other resources, see http://www.templetonfinn.co.uk
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Roz Watkins, founder of Templeton Finn Ltd, is an executive coach, trainer and NLP Master Practitioner. She specialises in working with professional service fims particularly in the legal and accountancy fields, and is also a qualified patent attorney.
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