Blog Post: Avoiding Difficulties with Executive Transition Coaching

I’ve had a great many responses to my last article on Executive Transition Coaching…and quite a few horror stories.  Like every business or profession, there are good Executive Transition Coaches and those who are a bit, I believe the current popular phrase is, “ethically challenged.”

Here are some things to avoid and look for in an Executive Transition Coach.

1).  Run from someone who tells you that they do the work and you get employed.  Hooey!  This used to be the “tag line” of one of the major retail outplacement firms.  They’re appealing to the natural desire of human beings to let someone else do the grunt work for them, but they’re lying to you!

Reality:  Finding a new job is lots of work (for you), even with help.  While an Executive Transition Coach can make it a bit less onerous, you still have to do the research, perform on the interview, and actually get the job.

2).  Beware of anyone who says they have “secret databases” or special contacts.  They don’t, anymore than I do.  While I have a great and extensive network, I’m assuming everyone in my network also speaks to other people besides me.  Indeed, it is my fervent hope that they do.  That means that they’re not a very well kept secret, now, are they?  And those “secret databases?”  If you know what you’re doing you can get almost all of this information where you’ve already paid for it:  in the public library.

Reality:  While an Executive Transition Coach can make great introductions for you and bring you into his or her network, it isn’t exclusively his or hers.  In fact, if you wanted to take the time (several years) you, yourself, could build the exact same kind of network.  Where a Transition Coach helps is that he or she is constantly networking if he or she is any good.  This can result in your being introduced to many people who don’t attend networking events or move in your circle of people.  This is the most valuable thing a Transition Coach can actually do for a job-seeker.  It is also why you should only utilize someone local who knows others personally in the market you want to be in.  (I.e., if you want to go to Cleveland , don’t use me.  I don’t know anyone in Cleveland .  But if you want the Colorado Front Range, don’t hire someone in Arizona .  This warning only applies to Transition Coaching.  Most other forms of coaching can be successfully done long distance.)

3).  Be careful about paying 100% of the fee up front. 

Reality: Everyone should have a stake in the game, both you and the coach.  While this is going to get me lots of nasty letters from colleagues, I really believe it is a mistake to charge the whole fee up front.  I charge half up front and half after employment.  That way, we all have, shall we say, “motivation.”  Unless you know the coach personally or have had massively positive references on him or her, don’t pay a 100% up front fee.  But don’t go with someone who works on “contingency,” either.  While I don’t know of any coach who does that, they would just work on the easiest cases, just like an employment agency.  Finally, don’t go to someone who charges by the hour instead of a package.  While this is certainly not unethical, you won’t get out of it what you should.  The reason most coaches charge an “all you can eat” price is simple.  We don’t want you wondering about paying money every time you call.  If you do, you won’t call when you should.  Go with someone who charges some now, some after employment, and has a package, “whatever you need,” pricing structure.

4).  Know what you are actually getting.  Carefully read your contract.  You are signing a legally binding document, and one that is not easy, or, usually, even possible to break except by bankruptcy.  Don’t rely on verbal promises or statements.  We often get clients who tell us horror stories of paying large sums of money and getting some outdated “leads,” a few recycled classes, and a couple of hours of cheerleading instead of coaching.

Reality:  Someone honest will spell out for you in your contract exactly what you will get, any exclusions or exceptions, and any time frames for completion of the work.  Your duties should also be spelled out clearly in the contract.  Keep a copy of the contract, because it rules the coaching relationship in many ways.  And, contrary to what you may believe, there is no three day “right of rescission”  (right to rescind the contract) on this sort of contract.  If you stop payment on your check or credit card, you’ve committed theft of services and can be prosecuted.  If you aren’t sure, don’t sign and don’t accept services.  If you are sure, read the contract, sign it and follow it.

5). Don’t expect the coach to be a psychologist or therapist.

Reality:  A good coach is going to push you.  They are not necessarily going to be nice to you all the time.  A good coach will be hard-hitting, blunt and direct.  If you want therapy, go to a therapist, not a Transition Coach.  Their job is to help you in the process of getting employed, not listen to your problems.

6).  Don’t expect confidentiality.  Don’t go to someone who promises it, except in certain, limited areas, such as financial data, health data, and testing results.

Reality:  In our business confidentiality is impossible and foolish.  You aren’t going to a psychologist, you’re going to a Transition Coach.  Part of their job is to network for you.  But, if they want to maintain their network in good shape, they’d better be honest about you.  Expecting them to keep anything except your financial and other purely personal information confidential is just not reality.  While we protect people from identity theft, and keep the results of their vocational testing confidential, we also must talk about our clients to others.  It is our job to tell people about your qualifications, availability, and employment issues, and only a fool would believe otherwise.

7). Many of you have asked about the price range for a “good coach.” 

Reality: This will vary widely depending on your position and title, even within the same coaching practice.  But expect to pay anywhere from $1,500.00 to $25,000.00, or more, with the low range being for lower level people and the top range for Fortune 500 “CXO” Level people.  And there are many prices in-between.  The best way to get a realistic price range is to have an evaluative appointment with a coach.  Most don’t charge for this first appointment.  Just remember, this relationship effects your life, your career opportunities, and your lifetime earning potential dramatically.  Don’t be a “price buyer.”  The most expensive coaches are usually the ones with the most experience and best “track record.”  In this, a “Wal-Mart” mentality is simply penny-wise and very “dollar-foolish.”

Finally, the most important thing in choosing a coach isn’t price.  The two things you must look for are a). a reputation for integrity and b). a “click” or “chemistry” with the coach.  If there isn’t a “click,” almost all of us are very happy to refer you to a qualified colleague.  I refer several potential clients each month to my fine colleagues if I don’t think they’ll work well with me.

These are a few things to watch out for.  If you have any additional questions, please feel free to call me on my cell at 720.581.4301 or write me at jheckers@heckersdevgroup.com, and I'll answer them individually.  I'm also happy to accept LinkedIn invitations (I never "IDK") and invitations to network, as my time permits.  I answer all emails my readers send me.  I do not have a mechanism for replying to questions in the "comments" section, so if you want an answer, please contact me directly.

John Heckers, MA, CPC, BCPC, is an Executive Transition Coach and Executive Coach in Cherry Creek, Colorado .  He welcomes your calls or emails.  www.heckersdevgroup.com.