Credible credentials — Look for recognized coach training and an ICF credential such as ACC, PCC, or MCC.

Real leadership experience — Your coach should understand business pressure, organizational dynamics, influence, and accountability.

Experience at your level — Executive coaching should reflect the complexity and expectations of your role.

The courage to challenge you — A great coach builds trust, surfaces blind spots, and asks what others may not.

Strong chemistry and trust — You should feel safe being candid and challenged enough to grow.

Clear goals and outcomes — Coaching should connect directly to the leadership results that matter.

Assessment expertise — If assessments are used, look for proper certification and strong interpretation skills.

Organizational perspective — Your coach should understand the stakeholders, culture, team, and system around you.

Clear confidentiality — Especially in company-sponsored coaching, expectations about what is and is not shared should be explicit.

Action, not just insight — Great coaching leads to better conversations, decisions, behaviors, and follow-through.

Sound judgment — Strong coaches know when coaching is the right tool—and when another resource is needed.

Evidence of impact — Look for meaningful results, not just impressive titles or credentials.