By Duncan Mathison

I have an executive that might need an executive coach. How do I choose the right one?

There are of course, some outward certifications that are helpful when selecting an executive coach. Unfortunately, there are hundreds of institutes and universities who issue certifications including the well-known International Coaching Federation (ICF). The coach should also be certified in a number of core executive assessment tools including multi-rater 360's. The safest approach is to work with a reputable firm who will be accountable for the quality of the coaching and promised results.

There are important differences between coaches and the type of client with whom they work. Select an Executive Development Coach as opposed to a Personal Development Coach or Career Coach who works with executives. Real-world business experience is truly the critical factor. We look for:

• 5-10 years experience at a relevant executive position with P&L ownership.
• Business credibility and acumen to coaching the most senior leaders.
• 3-5 years of direct corporate coaching experience.
• A collaborative, as opposed to a directive, coaching style with unquestionable ethics.

It is also important to understand the bias that a coach brings to their work to assure that it aligns with your needs. Ask about their range of work in their professional practice. If their website lists that they also do consulting, their coaching may have that bias to focus their area of expertise. If they have, as one informal survey found, practices that include a single father's support group, marriage counseling and spiritual guidance, the coach may have difficulty staying within the boundaries of a corporate executive coaching assignment. Be wary of the coach that brings only one brand of tools or is wedded to one school of leadership. Just like hiring a handyman who only owns a hammer; every problem will look like a nail.