I am ready to find a Coach… Now what?

Finding the right coach

Working with the right coach can transform not only your career but also the impact you make as a Safety professional. A skilled coach helps you see challenges from new perspectives, identify and use your unique strengths, clarify what success looks like in your role, prepare for bigger responsibilities, and develop the leadership presence needed to influence others. Coaching also sharpens your ability to communicate effectively, build stronger relationships with frontline workers and executives, and confidently drive a stronger safety culture.

The challenge is that many professionals hire a coach without knowing what to expect or what the real outcome of their investment will be. That’s why choosing the right coach matters.

An effective coach always puts you first. From the very first exploration call, the focus is on whether coaching can truly help you achieve your goals. You’ll experience thought-provoking questions, clear insights into how coaching applies to your situation, and often a short reflection exercise to gather context. This sets a strong foundation of trust and alignment for your coaching journey.

Throughout the process, a skilled coach will continue to guide and reflect back to you with questions such as: “How does this help you influence leadership?” “What impact will this have on your team and safety culture?” “Does this align with your definition of success?” This ensures every session stays meaningful, practical, and directly connected to your growth as an EHS leader.

What things will reveal a poor coaching practice

• Breaching confidentiality or sharing private information.
• Acting more like an advisor by constantly giving instructions rather than facilitating your growth.
• Sessions that feel ineffective, stressful, or unproductive.
• A lack of professionalism, such as missed appointments, limited availability, or weak personal rapport.
• Conflicts of interest that compromise trust.
• Consistent failure to achieve results despite your commitment and effort.
• Most importantly, not feeling truly heard or understood during sessions.

What to do when you observe these behaviors

Always be direct with your coach on your observations, this is the only way the coach will improve your next session and adapt coaching style. If you see things are not working, and lose confidence in your coach, let you coach know about it and terminate the relationship. If your employer is paying for your coaching, notify your manager about the breach. Most of the time, good communication helps to adjust the coaching but it could happen that things just don’t work out.

Thinks to keep in mind

A coach does not know what he or she does not know. The coaching practice is not a treatment session, most of the time coaches are not psychologists, (although there are many out there with variety of background and experience you should check if this is what you want or need.) coaches work in the present not in the past, we don’t cure nor treat, we are not healers nor have a magic wand. The Coachee gets from the coaching program what they are willing to put into it.

Come to a coaching session with a particular issue or challenge, put in the necessary time, relax, be open and allow to be coached.

If there are exercise, social experiments, homework, or self-reflections that need to happen outside the sessions, do it with time. Do not wait till the last moment before the session to rush into. Be kind to yourself, you are being coached so you can experience some aha! moments and gain perspectives that did not make sense before, therefore you need to use forgiveness and be kind to yourself.

Last, enjoy your sessions, they are a wonderful safe and confidential space for you to explore, grow and have a fulfilling life and career.

The first contact

The first contact is usually through a call, this has many names, chemistry call, exploration call, strategy call, etc. but it is usually the very first contact you have with a coach before contracting or starting a coaching program.

During your first call, search for cues i.e.: you should feel a connection or at least a sense of “this is right,” this “makes sense.” That is the best cue to start with. The coach will dig into how it is for you now, what areas are important to cover, your goals, challenges, specific needs and how would success look like to you, how you would both know that you are going in the right direction. Word can change but the essence of these questions will remain.

This is the call where you can ask for experience, background, certifications, etc. How they became coaches, what they enjoy most or what they do what they do. Any question that brings you a sense of righteousness will work.

The coaching strategy

Coaches usually offer coaching services in different formats or strategies, these can be hourly sessions, coaching packages or some combination of these.

I personally believe that a good coach will initially have a first conversation with you to understand your, goals, challenges, needs and expectations,  before selecting offering or suggesting an approach.

In my personal experience most of the success I have had in coaching, happens from working with clients from 6 months to a year. I don’t dismiss the fact that every coachee is different from the level of challenges, size of the goals and personal commitment but, just as i.e. when working on Emotional Intelligence leadership skills, it usually take 4 to 6 months to show results in a form of a new habit, or to simply develop a new skill this on a cadence of one session every two weeks.  

Other coaching programs such as career development sessions or strengths spotting and use, can take at least a couple of sessions to gain awareness and show results through personal reflection, frameworks and assessments.

The agreement

A coaching agreement is far more than a formality—it’s the foundational stone of a healthy coach-client relationship. This document serves as a clear contract for services, outlining responsibilities, expectations, goals, commitments, and other key details that define the engagement.

Why does this matter? Because clarity builds trust. Having a signed agreement makes a world of difference in knowing what to expect, what you are committing to, and how the coaching process will unfold. It protects both client and coach by eliminating guesswork and ensuring that both parties are aligned from the very beginning.

Without a coaching agreement, you risk entering a relationship without structure or accountability—two essentials for meaningful results. Remember, you are not just entering conversations; you are building a professional partnership designed to support your growth and success. And like any strong partnership, it must start with clear boundaries, commitments, and shared understanding.

Simply put: you should never step into a coaching relationship without a signed coaching agreement. It’s the roadmap that keeps the journey safe, productive, and focused on achieving your goals.

Final thoughs

Don’t underestimate the power of truly understanding what coaching is—and what it isn’t. Take time to explore your potential coach and their approach. That first conversation is more than an introduction; it’s a chance to discover if there’s real chemistry and trust to build a meaningful coach–coachee partnership. Be open about your goals, ask every question you need about the coaching agreement, and set the stage for a strong, aligned journey.

Remember, coaching is not just a process—it’s a transformational experience. It helps you uncover who you are at your core, strengthen how you connect with others, and unlock new levels of personal and professional growth. With clarity and commitment, coaching empowers you to become the best version of yourself.

Once you’ve laid this foundation, step in fully: commit, embrace the work, and enjoy the journey of transformation.