What should you look for in an executive coach? How can you tell if your executive coach is any good? These are two great, common questions. They’re strangely hard to answer.
Many will look at a coach’s prior work experience – have they done work similar to mine before? But as we’ve discussed in the past, this is much more useful in a mentoring relationship rather than in coaching.
Some will look at a coach’s body of coaching experience. That’s a useful proxy! But it still falls short: It’s so easy to go through a coaching certification program (I have yet to learn of anyone who failed to get certified after spending enough money…), hang a shingle as a coach, and get client reps.
Now, I do agree that if someone has been independently coaching for quite some time, it’s likely they’ll be reasonably effective – the market tends to speak for itself. That’s why word-of-mouth recommendations may be the single best way to evaluate whether an executive coach is likely to help you achieve your goals.
But what if you don’t have recommendations you’re certain you can trust? What if you get multiple recommendations? What if you start out working with an executive coach and you’re just not sure they’re up to snuff?
The most effective executive coaches, those who truly elevate their clients, tend to be described as being more psychologically sophisticated, more philosophically mature, or generally have a wisdom-like quality to their interactions. They are able to step outside themselves – they have a different relationship with the self. We typically lack a concise, sufficient explanation of this Jedi Master-like quality, but these coaches tend to pass the Justice Potter Standard: we know it when we see it.
I want to propose that what we’re actually describing here is readily understood in developmental psychology as more advanced levels of human development.
Many frameworks have been devised to describe the way in which the human mind can develop throughout our lifetime. They are almost always stage-based models in which people can be described as at different stages, levels, orders (etc.) from infancy until late adulthood. Kegan’s constructive-developmental framework is one of my favorites. Torbert called these stages ‘action-logics’ and famously discussed his Seven Transformations of Leadership in HBR. I previously highlighted a terrific article that explained orientations to diversity with respect to developmental stages.
I want to suggest that a model developed primarily by one of Torbert’s students, Susan Cook-Greuter (2002), has sufficient depth and nuance to be helpful in our quest to identify what is likely to make an executive coach successful.
In short: Cook-Greuter’s framework expands on Torbert’s work to include nine different developmental levels. The best executive coaches, in my experience, are themselves at the “Magician” level – or at least in close proximity as advanced Strategists. Coaches operating at lower levels often struggle to transcend their own limitations, which makes it difficult for them to foster significant change in others.
Understanding the Orders of Development
These stages describe how individuals evolve in their understanding and interaction with the world, progressing through various stages that reflect increasing levels of complexity and integration.
Cook-Greuter’s Leadership Development Framework identifies nine distinct stages:
Impulsive: Focused on immediate gratification and driven by impulses. This stage comprises about 5% of the adult population.
Opportunist: Seeks personal advantage and views interactions as zero-sum games. Roughly 6% of adults operate at this level.
Diplomat: Values group membership and conformity to social norms. Approximately 12% of the population is at this stage.
Expert: Prioritizes efficiency, expertise, and mastery of skills. Around 38% of adults are at this level, making it one of the most common stages.
Achiever: Goal-oriented, strategic, and effective at implementing plans. This stage includes about 30% of the population.
Individualist: Recognizes the relativity of perspectives and values individual differences. Only 10% of adults reach this level.
Strategist: Integrates multiple perspectives and focuses on long-term goals and systemic change. About 4% of the population operates at this stage.
Magician: Perceives and articulates the limits of rational thought and language, fostering profound transformation. This stage is very rare, encompassing less than 1% of adults.
Ironist: Embodies a cosmic perspective that integrates feelings of belonging and separateness without undue tension. This is the rarest stage, with fewer than 0.5% of people reaching it.
Why You Want A Magician
Depth of Understanding
Magicians possess a deep understanding of the complexities of human nature and the intricacies of personal and organizational dynamics. They are capable of perceiving and articulating the limits of rational thought and language, which allows them to guide clients through profound transformative processes. This depth of understanding is crucial for helping clients navigate complex personal and professional challenges.
Flexibility and Empathy
Coaches at the Magician level can effectively adjust their style to meet the needs of their clients. They employ empathetic listening, challenge ideas appropriately, and help clients reframe their experiences. This flexibility ensures that the coaching process is tailored to the unique developmental stage and needs of the client, fostering genuine growth and development.
Transformational Impact
The perspective of Magicians serve as catalysts for transformation. They help clients see beyond their current limitations and develop new ways of thinking and being. This transformational impact is what differentiates effective coaching from merely transactional interactions. Clients experience shifts that are not only professional but also deeply personal, aligning their actions with their broader values and purpose.
Tips for Identifying a Magician-Level Coach
Look for Depth in Conversations
A coach operating at the Magician or Ironist level will engage in conversations that reveal a deep understanding of human complexity. They will often discuss the limitations of conventional thinking and explore more nuanced, systemic perspectives. Pay attention to whether the coach challenges you to think beyond surface-level issues and encourages you to explore underlying patterns and assumptions.
Observe Their Empathy and Adaptability
Notice how the coach listens and responds to your concerns. A high-level coach will be empathetic and able to adapt their coaching style to your specific needs. They will not impose a one-size-fits-all approach but will tailor their guidance to support your unique developmental journey. Strategists should also be able to do this effectively.
Assess Their Transformational Impact
Reflect on the changes you experience through coaching. Are you gaining new insights and perspectives that significantly alter how you approach your personal and professional life? A coach at the Magician or higher level will facilitate transformative changes that go beyond incremental improvements.
Notice Their Ability to Integrate Multiple Perspectives
Magician-level coaches are skilled at integrating diverse perspectives:
Linking Different Areas: They help you see connections between seemingly unrelated areas of your life and work. For instance, “How do your experiences in your personal life influence your leadership style at work?”
Emphasizing Systemic Thinking: They encourage you to think systemically. They might ask, “What are the broader implications of this decision for your team and the organization as a whole?”
Look for Signs of Higher-Level Thinking
Is your coach able to explore possible implications of your thinking alongside you? A Magician-level coach demonstrates higher-level thinking by asking questions for joint exploration – often about reconstructing underlying assumptions. They might say, “Your perspective seems to be grounded in XYZ underlying belief – is that necessarily the case?”
Observe Their Emotional Intelligence
Lower-level coaches can demonstrate emotional intelligence. They can recognize and call out emotions “I sense some hesitation when you talk about this project. What’s underlying that feeling?”
Magicians – and some Strategists – will often use self-as-instrument techniques wherein they articulate their own emotional experiences in real-time with the client to explore their meaning. You might hear something like: “I’m noticing that I feel anxious as you describe how you handled that situation, I wonder what specifically is driving that feeling?”, and invite you to mutually explore the circumstances.
Conclusion
Identifying a Magician-level coach involves looking for these specific behaviors, language patterns, and approaches that reflect a deep, integrative, and transformational coaching style. By paying attention to these indicators, you can ensure that your coach possesses the high-level capabilities necessary to guide you through significant personal and professional growth.
There is no perfect yardstick – especially if you’re trying to quickly determine a coach’s developmental level. But if you pay more attention to these ideas, it should help you know it when you see it.