Executive Coaching: a complete guide to finding the right coach for you

Gerard Roche surveyed 1,250 top executives and found two-thirds had had a mentor, and those who did, made more money and were happier with their careers: “The average increase in salary of executives who have had a mentor is 28.8 percent, combined with an average 65.9 percent increase in bonus, for an overall 29.0 percent rise in total cash compens

what type of coaching and capability up-skilling the client would appreciate from you during the change project;

As mentors, you and I are first responsible for finding good models for ourselves. Give careful thought to which leaders you will follow because they will determine your course. I have developed six questions to ask myself before picking a model to follow:

Profitability of work supervised 2. Client satisfaction on work supervised 3. Coaching on work supervised 4. Contributions to practice development 5. Contributions to the success of others 6. Personal growth (career strategy)

In Roche’s studies of executives, the average number of mentors was two and among females it was three. Dean Keith Simonton explains: Prospective pupils should draw upon many mentors rather than just one. The same advice has been given in choice of models, and for the same reason. With many mentors on which to base their personal growth, talented y

people can be taught to make a realistic self-assessment, to assess opportunities competently, and then to make intelligent choices.

Every person who can help you is not necessarily the right person to help you. You must pick and choose. And so must they. Your goal should be to find a fit that is mutually beneficial for both mentor and mentee.