"I've tried finding coaches/consultants a few times and it's been a hit or miss experience for me. How do you choose the right one?"
It's a common and very valid question.
So here's the 8 step process I use when I hire coaches myself.
Step 1-3: Understand where/if I need coaching
I do this by asking 3 questions:
- Do I understand the problem that's getting in my way of "success?"
- Do I know the solution, but not to the required depth?
- Do I know the solution, but can't execute on it?
I choose to take the "I don't know what I don't know" approach here. One commonality that all of the top coaches/mentors I've worked with all the way from the special forces to martial arts to business has been their ability to see beyond what I think is my problem.
I would say to them: "I have an issue with X, what should I do here?"
They would respond "Great question, but X is just a downstream effect of another problem you're not seeing. Let's address that more important problem and it will resolve X as well..."
So if a coach can't see much deeper than or is willing to accept the problem as I state it, it makes me a bit hesitant.
Steps 4-5: Understand if this is the right person
I break this down into technical aspects and "soft aspects".
Technical aspects:
4. Can this consultant/coach help me implement a solution that will lead to success?
Does he have a proven track record of helping other people who are in my current spot get to my desired end goal.
5. Am I ok with the risk/reward ratio (i.e their fee vs the potential upside)
To do this I write down what the best case, worst cause and plausible case scenarios are for working with them as far as the upside vs downside... I also try to assess how easy it would be for me to at least hit the "break even" point where I can make a return on my investment.
Steps 6-8: "Soft" Aspects (Do our values align)?
This is something that I failed to do once with a 5k/month consultant and quickly regretted it. They ticked off all the technical aspects in an amazing way, but because I didn't dig into their values the relationship didn't work. It was a bad fit and I didn't continue with them for a second month.
I try to understand this by doing the following:
6. Investigate their content/messaging
I have a rule that I don't hop on a call with someone until I've read at least 3 pieces of their content and seen some video of them to gauge what they're about and how they conduct business.
7. The lunch test
One way I asses whether to take someone on as client or not is by asking myself "If this person didn't pay me anything and I wouldn't solve their mindset problems, would we still enjoy going out to lunch with each other?"
That simple question helps me clarify if we'll be a good fit as far as values and ethics and if I'll want to play a "long term game" with them.
It's served me well so I also ask myself that when I'm hiring a coach.
8. I ask them what their values are
I straight up ask "What are the values that steer you in business?" and if they don't seem like they would fit in with my top 3 values, I know to tread with caution.
P.S.
During my first day of the government agent course our head instructor sat us down and laid it out like this:
"You guys are all ex-special forces and have passed the qualification to be here.
So what that means is that as long as you show up everyday with the right attitude, are coachable and do your best... if you don't succeed that's on me and I should lose my job."
He basically said "If you're here and make the effort, it's my responsibility to make sure you succeed."
Clarifying tittles (coach/consultant/mentor etc) or technical aspects is crucial but at the end of the day, it's infinitely more important to demand leadership and ownership from the person you'll be working with.
Beyond titles, I suggest looking for someone who:
- Can confidently sort out who's a good fit
- Takes personal responsibility and ownership for his clients process
Unfortunately, in an industry like coaching where there's a low barrier to entry most people don't accept the burden and responsibility of leadership. Make sure that you find someone who does.
P.P.S.
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