Veja como você pode mostrar seus sucessos anteriores em Coaching Executivo durante uma entrevista.

Research is a key element, don’t stop at the company level, also find out more about the people interviewing you, you can learn of things you have in common, interests or things you want to know more about and ask more interesting questions! It will also allow you to customize your conversation

First, it's crucial to establish a strong rapport and connection with the executive to ensure a seamless interaction. Before the meeting, research the executive's organization, LinkedIn profile, and social media presence. Pay attention to the language and tone they use, and align your approach with their mindset. During the meeting, share relevant experiences while maintaining client confidentiality, and tailor your insights to meet their specific needs. Keep the conversation engaging by asking thoughtful questions and consistently adding value. Remember, as they evaluate you, you also assess how you can contribute to their journey toward achieving their goals.

Share specific stories where you successfully coached executives to overcome similar challenges, highlighting measurable outcomes such as improved team performance, enhanced leadership skills, or successful organizational changes. Use metrics, such as increased revenue or reduced turnover, to quantify your impact. Discuss how your approach to executive coaching could be adapted to address the prospective employer's unique needs, emphasizing your ability to tailor strategies for different organizational contexts. By aligning your experience with their needs, you clearly demonstrate how your skills and past successes can add value to their organization and contribute to its future growth.

Convey a narrative on how coaching has created impact in the life of a coachee, talk about how the coaching engagement has helped in shifting the needle, talk about the renewed perception now the stakeholders carry post coaching. This can help the receiver connect the dots and understand the value add the coach can make / create.

The best way to demonstrate the value of coaching, in my view, is to allow for the potential client to experience it deeply. Often time, the client is convinced after experiencing the services with you rather than me showing my client’s success stories. One way to do this is to set aside one hour free session and have a conversation with the potential client on their potential challenges that they want to address at work and in their life. After the 1 hrs session, discuss what values have been delivered from the client’s perspective and also how he/she can continue to have such value when he/she decided to engage you as a coach. I personally find many of my projects through such demonstration.

Begin by describing the Situation: provide context about the organization or individual you coached, outlining the challenges or opportunities they faced. Next, explain the Task: clarify your specific role and objectives as a coach, detailing what needed to be achieved. Then, move to the Action: describe the strategies and techniques you employed to address the situation. Finally, discuss the Result: highlight the measurable outcomes that resulted from your coaching, such as enhanced leadership skills, improved team performance, or significant organizational changes. This structured approach not only makes your achievements clear and compelling but also demonstrates your ability to drive impactful results through executive coaching

STAR is a great method. It's easy, you can train before the interview. Be mindful that result should be focused on the client, not on you. What changed in the client's reality because of the coaching? Keep it simple, and ask in the end: "Does this resonate with what you are looking for?"

Que un cliente se sienta identificado con caso de éxito, experiencias previas o conocimiento similar a su necesidad, es un paso avanzado hacia el éxito. El usar el método STAR es muy sencillo, claro y permite adecuar casos a resultados, con una estructura narrativa que permite conocer al tu potencial cliente como has gestionado o liderado proyectos similares. Lo ideal es preguntar y conocer bien los retos, necesidades y objetivos que tiene para adecuar bien el mensaje y los casos, por lo que el primer paso antes de aplicar el método STAR, asegura el buen entendimiento de lo que busca y quiere la empresa. Este método ayuda a tangibilizar y poner en valor tu experiencia o tu conocimiento para afrontar casos, retos o objetivos similares.

To effectively demonstrate impact: 1. Use Metrics: Quantify the results of your coaching with specific metrics like revenue growth, productivity increases, or improved retention rates. 2. Show Before and After: Compare the situation before your coaching to the results after, highlighting the positive changes. 3. Link to Business Goals: Connect the outcomes of your coaching to broader organizational objectives, showcasing how your work directly supported company success.

Showcasing your past successes in executive coaching during an interview involves a strategic blend of storytelling and data. Begin by sharing specific, impactful examples where your coaching led to measurable outcomes, such as improved leadership effectiveness or enhanced team performance. Highlight your ability to build trust and drive change through tailored coaching methods. Use metrics, testimonials, or case studies to substantiate your claims. Focus on how you adapted your approach to meet diverse needs and facilitated growth in different organizational contexts. Demonstrating a consistent track record of success will affirm your expertise and value as a coach.

Use specific numbers to demonstrate the effectiveness of your work, such as highlighting a percentage increase in team productivity, a reduction in employee turnover, or improvements in key performance indicators like revenue growth or customer satisfaction. For example, you might say, “After coaching the leadership team for six months, employee engagement scores improved by 20%, and overall productivity increased by 15%.” By providing concrete data, you give a clear picture of the tangible impact you’ve made, making it easier for the interviewer to understand the value of your coaching and the results you can bring to their organization.

Showcase Your Methodology: Explain your unique coaching framework or methodology and how it consistently delivers results. Whether it’s through 360-degree feedback, behavioral assessments, or leadership development plans, demonstrate how your process leads to measurable success.

I would surely agree that the quantity ( the numbers) are important when you go for such an interaction. However if the process the SOP of the total discussions is set in terms of How What Where Who When is done properly the quantifiable achievements can be summarized properly along with quality quality quality. The balance in quality and quantity is important to adhere to.

Ein schöner Erfolg eines firmenübergreifenden Coaching-Engagements war z.B. beim Onboarding von neuen Führungskräften ins eigene Team zu verzeichnen, insbesondere in Zeiten von verstärkter Remote-Arbeit. Mit dieser Maßnahme durfte ich dazu beitragen, dass sich neue Führungskräfte doppelt so schnell akklimatisieren und mit ihren Teams produktiv werden konnten als zuvor.

Testimonials are always useful, they serve as social proof of your expertise. Ask clients to send you a written or video message, or they could write a recommendation for you in your LinkedIn profile.

Client feedback is a great way to show your success as an executive coach. When clients talk about how your coaching helped them improve their leadership or decision-making, it really shows the value you bring. Their testimonials not only prove your effectiveness but also build your credibility. By sharing these stories, you let your results do the talking and show the real impact of your coaching.

La mejor carta de presentación a la hora de ser creible es el testimonio de la gente que has ayudado. Tus clientes hablan por ti mucho mejor de lo que podrías hablar tu de ti mismo.

Mention specific testimonials where clients praised your coaching style, impact, or ability to drive results. If you have received awards, certifications, or formal recognition for your coaching achievements, bring these up to further validate your expertise and reputation. You might say, “One of my clients said that my coaching helped them transform their leadership approach, resulting in a more cohesive team and a 25% increase in team efficiency. I was also recognized with an award for Outstanding Executive Coaching last year.” Sharing such endorsements builds trust with the interviewer and demonstrates the proven value and effectiveness of your coaching methods.

Ter o Feedback dos seus clientes ajuda na sua reputação e aumenta a sua credibilidade junto ao mercado. Histórias de sucesso profissional também são ótimos ingredientes para compartilhar com seus futuros clientes.

Reflect on specific situations where your initial strategy needed adjustment and how you adapted to better meet your clients' needs. For instance, you might explain how a challenging coaching engagement taught you the importance of flexibility or the need to tailor your methods to different leadership styles. Share how these insights have improved your effectiveness as a coach, enabling you to provide more personalized and impactful guidance. Highlighting these experiences shows your ability to learn and grow, which reassures the interviewer that you are a dynamic professional capable of driving meaningful change in diverse environments.

You can clarify a question's true intent before answering. "I'm happy to tell you more about that. What aspect do you most want to hear about?" Then share a bit, and check in again. "Happy to share more if you like. What would be most helpful?" These types of mini-course corrections help you stay connected to your listener, not overshare, and keep the conversation relevant to the interviewer's decision-making criteria.

Every time we deal with people on various coaching sessions there is always a new learning involved. This is the basic fundamental of any coaching to be ready as a learner yourself. Each case , each situation and each individual is different. The need is to ensure picking up what was learnt in the process from both sides of Coach and Coachee. If we do this it would be seen that you have a mind which is very open transparent ( not rigid) and flexibility and adaptability. In fact I would like to add Cope-ability as well as there would be diverse situations where Cope-ability would be required.

While every Executive Coach should have a wealth of lessons learned to draw from, it's important to exercise caution when sharing these experiences with potential clients. While a compelling story can effectively showcase your coaching style, it may also alienate someone who is new to coaching and unfamiliar with the analytical language often used to discuss personal challenges and shortcomings. They might start to wonder how you would speak about their situation the next time you’re trying to win a contract with another client. Overconfidence can come across as dismissive and may undermine the trust you’re trying to build. Focus on being empathetic and open-minded instead, ensuring that your potential client feels understood and respected.

Un coach no tiene que ser el experto en todos los temas, sino que tiene que acompañar en un camino de aprendizaje. Mostrar este valor y como haz podido desarrollarlo con clientes y situaciones difíciles, seguramente aportará mucho valor a los demás.

Start by summarizing key successes and outcomes from your previous coaching engagements, such as improved leadership effectiveness, enhanced team dynamics, or measurable business results. Then, draw parallels between these experiences and the specific challenges or goals of the new role. Emphasize how your proven ability to adapt and drive results in previous roles positions you to tackle the challenges and opportunities of the new position effectively. This approach demonstrates that your past successes are not just accomplishments but also indicators of your readiness to excel in the new role.

Self as Instrument Demonstrate by your way of Being, ie by your way of showing up in the convo, by how you behave, and how you hold space, listen, and attend to their needs. Basically show them how you coach executives. And remember you are equally choosing whether they are a fit for you, ie whether you can be of service to them or it’s best to refer them to another Executive Coach.

Sí, y en este sentido compartir los próximos objetivos y agenda en autoaprendizaje, para transmitir la importancia de la formación continua a pesar de los éxitos pasados.

Meine Erfahrungen in der direkten Zusammerbeit mit Führungskräften auf allen Hierarchiestufen (zB. von internationalen Konzern-CEOs über Eigentümer und Vorstände von grossen Familienunternehmen bis hin zu Führungskräften in der mittleren als auch sog. "Einstiegs-Ebene hilft mir, branchen- und fachbereichsunabhängig agieren und dennoch spezifische Fragestellungen verstehen und mit den Coachees lösen zu können.

Ter uma visão de saber se conectar no passado e futuro é crucial para demonstrar experiências e preparo para novos desafios da sua nova função. Destaque o seu histórico comprovado em coaching executivo,informe o quanto você agregou valor para outros executivos. Essa abordagem com visão de futuro mostra que você é capacitado e está disposto em assumir novos desafios.