The most useful questions to ask a coach before hiring cover five areas: their experience with leaders like you, how they work, how they handle confidentiality, how they measure progress, and how they deal with commitments that slip. Ask for specifics in every answer. A coach who can only speak in generalities in a chemistry call will usually coach in generalities too.
This list is written for leaders choosing a coach for themselves and for HR or L&D partners choosing coaches for others. Use it in a 30 to 45 minute chemistry conversation, and ask every candidate the same questions so you can compare answers.
Questions about experience and fit
- “What kinds of leaders and situations do you usually work with?” Listen for role level, industry, and the problems they typically see.
- “Tell me about an engagement like mine. What was the goal and what changed?” They should describe it without naming the client.
- “What are you not a good fit for?” A clear answer is a good sign. A coach who fits everything is a risk.
- “What training and credentials do you hold?” Credentials show training and supervised hours. The ICF’s credential paths range from ACC (60 or more training hours and 100 or more coaching hours) to MCC (200 or more training hours and 2,500 or more coaching hours).
For a deeper look at checking background and track record, see our guide to evaluating whether an executive coach is credible.
Questions about how they coach
- “What does a typical session look like?”
- “What model or approach do you use, and when do you depart from it?”
- “How do you use assessments or 360 feedback?”
- “What happens between sessions?” Practice in real work is where most change happens.
- “How directive are you?” Some leaders want a challenger, others a thinking partner. Know which you need.
Questions about confidentiality and stakeholders
- “What do you share with my manager or HR, and what stays between us?”
- “How do you involve my sponsor in setting goals and reviewing progress?”
- “What would you do if you learned something the organization needed to know?”
These answers should be written into the engagement agreement before coaching starts.
Questions about goals, progress, and commitments
- “How will we set goals, and how will we know they are being met?” Look for observable behaviors and a baseline, ideally captured in a written coaching plan.
- “What do you do when I do not follow through on what I said I would do?” This may be the most revealing question on the list.
- “How do we change the plan if my situation changes?”
- “How and when do we decide to end the engagement?”
DorWay’s view is that most leadership problems trace back to agreements that were never specific enough to keep. A coach who holds you to your commitments, and helps you renegotiate them openly when they cannot be kept, builds the accountability and integrity that your team will notice. A coach who lets commitments slide quietly is teaching the opposite.
How to score the answers
| Area | Strong answer | Weak answer |
|---|---|---|
| Experience | Specific examples at your level, clear limits on fit | “I work with everyone” |
| Approach | Explains a method and when they adapt it | Only buzzwords or only intuition |
| Confidentiality | Clear written boundaries; sponsor role defined | “We will figure it out as we go” |
| Goals and measures | Observable behaviors, baseline, review dates | “You will feel the difference” |
| Follow-through | Names how they address missed commitments directly | Avoids the question or treats it as your problem alone |
| Practicalities | Clear scope, schedule, and total price | Open-ended hours with no review point |
Score each area from 1 to 3 after the call, while it is fresh. If two coaches tie, choose the one you would be more willing to be honest with. Trust between coach and client is a practical requirement, not a nice extra.
Questions to ask yourself first
- What do I want to be different in six months, and who would notice?
- Do I want one-on-one coaching or a group setting? Our guide to one-on-one coaching benefits can help you decide.
- What budget and time can I commit? See coaching packages for what drives price.
FAQ
What should I ask in a coaching chemistry call?
Ask about their experience with leaders like you, how a session works, what stays confidential, how progress is measured, and what they do when you miss a commitment.
How many coaches should I interview?
Two or three is usually enough to compare styles without turning selection into a project of its own.
Do coaching credentials matter?
They show training and supervised practice hours, which is useful. They do not guarantee fit, so use them alongside the interview questions above.
What is a red flag when interviewing a coach?
Vague answers about goals and measurement, no clear confidentiality boundaries, and a claim that they can help with anything.