Great leaders understand the importance of continuously investing in their team’s development. This investment is especially essential at the executive level, as it enables leaders to grow their skills and increase their leadership capacity.
With workplace demands becoming increasingly complex, hiring an executive coach is one way leaders are keeping up in a fast-changing, unpredictable business environment. However, hiring the right coach requires ensuring prospects have not only the expertise but the qualities to truly help executive leaders succeed. Below, 20 Forbes Business Council members share specific traits to look for in potential executive coach candidates for your leadership team.
1. Adaptability
Heraclitus once said, “The only constant is change.” In today’s fast-changing world, executive coaches need to have the depth to understand the needs of the client and the breadth to appreciate the changes that are taking place. The idea that what got you here won’t get you there is something everyone has to consider. Think of the adage, “Skate to where the puck is going to be, not where it has been.” The coach has to teach them to do this. – Jerry Cahn, Age Brilliantly
2. The Ability To Challenge And Affirm
Seek a coach who challenges, not just affirms. The best executive coaches push leaders to see blind spots, rethink assumptions and grow in uncomfortable but necessary ways. Look for someone who asks tough questions, holds you accountable and drives real transformation. Growth happens at the edge of discomfort, and a great coach ensures you don’t stay in the safe zone too long. – Aleesha Webb, Pioneer Bank
3. A Desire To Grow
The ultimate trait is the primary responsibility of a coach—the elevation of their own consciousness. You cannot competently do for another that which you are not willing to do for yourself. A coach not proactively working to elevate their consciousness is negligent to themself, their client and the profession they claim to represent. – Christian Simpson, Christian Simpson Enterprises Ltd
4. Values Alignment
I look for values alignment first, then proven systems and frameworks. I vet these with references who have worked with the coach and demonstrate the outcomes I am seeking to achieve. If values alignment and connection are not there, this lack of congruency will lead to wasted time and resources on both sides. Strong executive coach engagement is so essential for a growing company. – Teah Corley, EmployerAdvocates
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5. A Focus On Actionable Systems
A relentless focus on actionable systems over inspiration is key. Great coaches don’t just motivate—they equip leaders with practical ideas and frameworks that get results. I’m way more interested in learning ways to take action toward growth rather than talking about philosophies. At Platinum Elevated, we vet coaches who’ve proven they can translate mindset shifts into repeatable processes. – Chad Willardson, Platinum Elevated
6. The Ability To Build Trust And Foster Vulnerability
The most critical trait I look for in a coach is their ability to build trust quickly and foster vulnerability. The best coaches understand that growth stems from emotional awareness, self-reflection and honest conversations. If they can create a space where leaders feel safe to confront blind spots and push through them, that’s invaluable. – Robin Daniels, Zensai
7. Impeccable Credentials
Because I believe people are the strongest commodity a company has to offer, I would look for an executive coach with impeccable credentials. This should be someone who can inspire them, open their minds and give them the confidence they need to continue growing professionally and personally. – Alex Hemani, Ninety9 Capital
8. Practical Experience
When considering an executive coach, the one fundamental question that should be on your mind is whether they have walked in your shoes on the journey ahead. Some executive coaches come armed with theory while others bring practical experience from having actually been on the road you are traveling. In business, I prefer practical experience over theoretical experience. – Adam Coffey, The Chairman Group™
9. Work Experience Across Industries
When hiring an executive coach for my leadership team, I look for someone who has worked within different industries and roles. A coach with wide experience can give advice that fits our specific challenges, not just generic leadership tips. The more they understand different business situations, the more useful their guidance will be in helping my team grow and improve. – Somdutta Singh, Assiduus
10. The Ability To Provide Tailored, Data-Driven Insights
When hiring an executive coach, I prioritize a coach’s ability to provide tailored, data-driven insights that align with both the leadership team’s goals and organizational needs. This ensures the coaching is relevant and impactful, fostering measurable growth. A coach who can challenge existing assumptions while guiding personal and professional development is invaluable for long-term success. – Danny Hayes II
11. Prioritization Of Team Achievements Over Individual Gains
A coach should prioritize team achievements over individual gains, creating trust, collaboration and accountability. This ensures leadership decisions drive collective success, increase cross-functional cooperation and address complex challenges. Leaders must inspire and empower their teams through open dialogue, challenging assumptions and fostering purposeful leadership. – Ludovic Gaudé, Qinshift
12. Results-Driven
Look for results. Having had coaches and been a coach, I think it is very easy to fall into a dynamic where you address day-to-day concerns or challenges but really don’t make change over time. A coach who can show how a leader changed significantly is the best one to engage. – Gary Romano, Civitas Strategies
13. A Reputation For Integrity
A coach with a strong reputation for integrity is crucial for effective executive coaching. Integrity means adhering to high ethical standards, maintaining confidentiality and prioritizing the client’s interests. This trait builds trust, enabling leaders to openly engage in the coaching process. – Jason Richmond, Ideal Outcomes, Inc.
14. Honest
In order to be an effective coach, you must be able to provide honest feedback. Outside of creating an environment of trust, a coach must be able to identify areas where a team needs improvement and provide actionable steps to address deficiencies. If a coach is not able to be honest, the coaching will not yield the desired results for the team or the organization. – Alberta Johnson, People Experts LLC
15. Emotionally Intelligent
One key trait to look for when hiring an executive coach for your leadership team is emotional intelligence. Coaches with high emotional intelligence have a deep understanding of human emotions and behaviors. They can recognize how emotions affect thoughts, decisions and interactions within the team. This insight allows them to address underlying issues. – Veena Jetti, Vive Funds
16. Consistent Insight
Seek a coach with consistent insight. You don’t need a coach who wows with a quick fix or moments of insight. You need someone who can bring insight into accountability and execution. Leadership isn’t about flashes of brilliance—it’s about steady, constant improvement, and your coach should share that mindset. – Joseph Drups, Drups Ventures
17. The Ability To Turn Ideas Into Action
We look for someone who can turn big ideas and ambitious goals into clear, actionable steps. The right coach doesn’t just offer advice–they help leaders gain clarity, prioritize effectively and create a structured path toward success. It’s more than guidance; it’s empowering leaders to organize their vision, stay accountable and confidently navigate the challenges ahead. – Adam Povlitz, Anago Cleaning Systems
18. Involved
Look for a coach who doesn’t just give advice—they should also roll up their sleeves and work inside your business. Theory is useless without execution. The best coaches don’t just inspire; they hold you accountable, challenge blind spots and push for real results. Leadership isn’t built in a seminar—it’s forged in action. – Dr. Christina Carter, Her Practice®
19. Empathetic Accountability
An executive coach should have empathetic accountability, which is the ability to instill confidence and responsibility while remaining deeply attuned to the human side of leadership. The right coach fosters trust, cultivates collaboration and nurtures a growth mindset while staying focused on excellence. This empowers leaders to elevate both personal and organizational performance. – Pukar Hamal, SecurityPal Inc.
20. The Ability To Minimize Regret
I look for a coach who helps leaders minimize regret by focusing on what truly matters: consistent effort, smart decisions and long-term impact. The best coaches cut through the noise, sharpen priorities and build the discipline to execute. They reinforce the idea that success isn’t about chasing perfection but about showing up, doing the work and making the right calls when it counts. – Julia Rafal-Baer, ILO Group
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