Interviews aren’t just for job seekers. We ask a lot of questions about our blind dates, our new neighbors, and even our dog walkers. Why wouldn’t we do the same with the people we’re considering for leadership coaching services? 

Sure, you could look at the company’s website to get a feel for what they do and how they do it. But you need a real-time conversation to get the nitty-gritty details that can tell you whether a partnership will work out.  

What questions do you ask during that interview? Here are some ideas.  

Questions about Credentials and Experience 

To start off, you need to verify that the leadership coaching services provider has the skillset and experience you’re looking for. Find out by asking:  

How long have you been in business, and how many organizations have you worked with? 

Experience matters in leadership coaching – it’s not the kind of skillset that can be mastered quickly. Make sure the provider you partner with has been in the business for a while and has helped several organizations like yours. The longer they’ve been working, the more likely it is they’ve seen the problems your organization’s facing and know how to solve them.  

Do you have any customer feedback? 

A good coaching services provider will have plenty of happy customers ready to recommend them. Ask to see case studies and testimonials, and make sure they have plenty of both.  

Who are your coaches, and what training do they have or receive?  

The unfortunate reality is that the coaching industry is not formally regulated, so anyone off the street can brand themselves a leadership coach. A disreputable provider will take advantage of this by sending untrained, low-skilled coaches to your organization. A reputable one will take it upon themselves to guarantee they’re only hiring highly trained experts.  

Questions About Program Logistics 

You’ll also want to make sure the coaching partnership fits your schedule and meets your logistical needs by asking:  

How is the curriculum structured?  

Get information about the leadership development program’s timeline, who is involved, if participants need to do any work between sessions, and so on. You’ll want to make sure leadership can fully participate in the curriculum without too much disruption to their everyday jobs.  

How customizable is the curriculum?  

Leadership coaching services are never one-size-fits-all offerings, and great coaches recognize that. While they should have a clear vision for what will be covered during the course, they should also be willing to tailor certain elements to fit the needs of your organization. The right coach will be able to strike a balance between being prepared and flexible.  

How responsive are you outside coaching sessions?  

While you can’t expect coaches to be at your beck and call, they should be fairly responsive if needs or questions arise. Ask what the provider’s approach is to answering questions between sessions, both in terms of your specific coach’s availability and the channels that they use to communicate. Also ask about the responsiveness of the customer service team if the provider has one.  

Questions About the Coach’s Approach 

Now it’s time to go deeper into the details of how the leadership coaching services provider thinks and what schools of thought their approach is built on.  

What forms of behavioral science is your approach founded on?  

You don’t want a curriculum informed by nothing but vibes. Good leadership development programs are founded on science and proven methodology.  

While many leadership coaches combine multiple schools of thought to form their unique approach, the trustworthy ones always start with behavioral science. If a prospective leadership coach can’t name and describe that science, they’re not worth your time.  

What are the ultimate goals of your coaching curriculum?  

Your organization chose to seek out coaching services for a reason – whether that’s to improve company culture, to help the business grow, to weather a change, or something else. The outcomes of the coaching curriculum should align with whatever goal or goals you’ve set.  

If your main goal is to improve corporate culture, you might not benefit from a coach who focuses on productivity gains, no matter how skilled they might be. Likewise, if you’re solely looking for productivity gains, someone focused on relationship building probably isn’t right for you.  

Also listen for information about the coaching service’s underlying philosophy. Do they believe their job is to instill short-term habits that get the quarter’s numbers up? Or do they prioritize mindset coaching that leads to long-term, company-wide improvements? In most cases, the latter will give you better results.  

Questions About Measuring Success 

Finally, you want to make sure your coach can guarantee the success of their coaching program by measuring it against the program’s goals. Ask them:  

What ROI and leadership improvements should I expect? 

Successful leadership coaching services know exactly what changes clients will see after taking their courses, both in terms of leadership behavior and the business’s return on investment (ROI). Listen for clear, confident answers that match the leadership improvements you’re hoping to achieve. Also make sure the provider can show ROI in case studies from past clients.  

How are progress and success measured?  

Prospective coaches should be able to point to specific metrics they track, like improved 360 reviews or higher employee retention. While qualitative indicators like more confident leaders or a boost in team morale also matter, effective coaching relies on clear, measurable outcomes to demonstrate real progress. 

Find the Provider That’s Best for You 

Selecting your leadership coaching services provider is no simple task. The quality of the provider you choose can have ripple effects across your organization’s entire culture, and partnering with someone who’s unqualified introduces real risks.  

So, it only makes sense to have a thorough interview with every potential provider you’re considering. This list of questions can help you keep that conversation focused on the details that matter most.  

When you’re ready to start holding these interviews, book a consultation with The Pacific Institute to learn about our science-backed approach to mindset coaching.