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Ten Tips: Choosing a Leadership Coaching Programme

Updated: May 6

Choosing a leadership development approach, such as a leadership coaching programme, can feel overwhelming. With so many options, jargon, and promises of transformation, how do you know what’s right for you or your organisation?


Whether you’re a leader aiming to grow, an HR manager sourcing coaching vendors, or an L&D leader looking for Leadership Coaching for First-Time Managers or Leadership Coaching for Women, here’s a practical, no-fluff guide with our ten tips for choosing a leadership coaching programme.


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Top Ten Tips


 





  1. Start With Your “Why”


    Before diving into Google searches or brochures, ask yourself: What’s the goal? What problem are we solving?

     

    • For leaders: Are you looking to develop high-potential employees into future leaders, or are you developing customer success managers to build confidence in their ability to be trusted advisors to their clients?


    • For HR, L&D or Department Leaders: Is this about retaining talent, closing skill gaps, driving change or developing a leadership pipeline? Do you require something focused, like Leadership Coaching for Women?

     

    A clear objective helps you filter programmes. For example, a middle manager needing strategic stakeholder management strategies won’t benefit from a programme focused on entry-level management basics.


    Knowing the answers to these questions will help you have effective conversations with prospective suppliers for programmes that can be customised to your needs.


    At Kinkajou, we start with a complimentary discovery call with interested clients to dig into your "why" so we can explore whether we are a good match.



  2. Understand the Leadership Coaching Approach


    Not all leadership coaching is created equal. Here’s what to look for:

     

    • One-size-fits-all versus tailored: We recommend avoiding programmes that offer rigid, generic content. Effective coaching adapts to individual or organisational needs.


    • Short-term versus ongoing: Quick fixes rarely stick. We recommend looking for programmes with at least 3 to 6 months of support to embed new habits.


    • Methodology: Ask about their framework. Do they use assessments (e.g. 360-degree feedback), action learning, or behavioural models?






  1. Check the Leadership Coaching Providers' Credentials and Fit


A great coaching provider isn’t just about having certified coaches – it's also important that they have the experience to match your needs.


  • Coaching certifications: Look for accreditation from organisations such as the EMCC (European Mentoring and Coaching Council) or the ICF (International Coaching Federation), or similar. This ensures ethical standards and training rigour.


  • Coach experience: Do they have a track record in your industry or with similar challenges? Or have a similar ethos?


  • Coach chemistry: Most coaches offer a free intro call. Use this to gauge if their style will fit you or your leaders.


  • Watch out for: Coaches who dominate conversations or promise overnight success. Coaching is a partnership, not a magic wand.





  1. Evaluate Programme Customisation and Flexibility


    Rigid programmes often fail. Seek providers who tailor content to your goals and adapt as priorities shift.

     

    • Programme customisation: The beauty of coaching is that it can be tailored to individual and organisational need - from the individual session to the overarching programme. And, good coaching programmes are customisable to the specific needs of leaders, teams, or organisations.


    • Programme flexibility: Besides customisation, the leadership coaching programme's flexibility is also important. Being able to pivot focus mid-programme is valuable and supports a continuous improvement and agile approach. Monthly pulse surveys and sponsor check-ins help with this.


  2. Evaluate Programme Structure and Support


    A well-structured programme balances guidance with adaptability.

     

    • Coaching session frequency: Frequent sessions work best for momentum, while multiple-month gaps can stall progress.


    • Coaching format: Virtual, in-person, or hybrid? Ensure it aligns with your schedule and learning preferences.

       

    • Between-session and post-programme support: A good programme leaves you with tools, not just theories. Look for resources such as worksheets, recommended readings, shared forums, reflective exercises, or post-programme plans. This type of support helps reinforce learning and prevent progress from stalling.


  3. Evaluate Programme Monitoring and Agility


    Programme monitoring and agility are the heart of delivering a high-impact coaching experience. Our article "How to Measure the Impact of Leadership Coaching" explores this topic in depth.


    Regularly tracking impact through participant surveys gives you real-time insights into what’s working and where adjustments are needed. Marry this with sponsor check-ins, and you can make reasonable adjustments. At Kinkajou, we take pride in our agile approach, which means we monitor and respond to ongoing feedback and adjust the programme if needed. 🤩





  1. Consider Programme Format


    Both formats will suit different needs:

     

    • Leadership 1:1 coaching: This is deeply personalised and ideal for sensitive or role-specific challenges (e.g. handling conflict, leadership styles, executive presence, team engagement), as well as career progression or working on boundaries.

       

    • Leadership group coaching: This approach offers peer learning and fresh perspectives. It works well for leaders at any level and on any topic. For example, we run sessions on topics such as handling uncertainty, giving and receiving feedback, emotional intelligence, developing leaders’ strengths, or evolving leadership styles.


    • Hybrid option: Some programmes blend 1:1 coaching sessions with group coaching for the best of both worlds. Check out our EMPOWER programme here.


  2. Ask for Evidence of Impact


    Case studies, testimonials, and data matter.

     

    • Case studies: Look for case studies of previous clients and supporting testimonials.


    • Testimonials: Most coaching company websites have testimonials posted, or you can look in Google Business or LinkedIn profiles of the team.


    • Pre-/post-assessments: Reliable programmes measure growth objectively through impact assessments or 360-degree feedback.


    ➡️ Curious to know how to measure the impact of leadership coaching? Check out our in-depth article.


  3. Align With Your Culture


    • For HR, L&D, and Department Leaders: Ensure the leadership coaching philosophy aligns with your organisational values.


    • Inclusivity: Is the programme accessible to neurodiverse leaders or those with different learning styles?


  4. Trust Your Instincts


    Even if a programme ticks all the boxes, pause if the chemistry feels off. Working with a leadership coaching company is a partnership. So if the company representatives feel like they are more interested in selling you a programme than making sure their offerings drive your goals, progress will stall.





Conclusion


Choosing the right leadership coaching programme is a crucial step toward evolving your leadership culture to drive engagement and business value. Clearly defining your goals, understanding the types of coaching available, and carefully evaluating the credentials of coaching providers will help you get off to the right start.


➡️ Ready to choose your leadership coaching programme?


Learn more about our leadership development services, which include leadership group coaching and leadership 1:1 coaching for first-time managers, middle managers, women and senior leaders.

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