4 Qualities To Look For In An IT Career Coach

4 qualities to look for in an IT career coach

Given the importance of coaches in a wide variety of occupations, it makes perfect sense for IT professionals to have someone who can assist them in honing their abilities and progressing in their careers.

"We frequently find ourselves at a crossroads in our careers, unsure of how to advance," says John Garvens. "A good IT career coach can assist you in developing a better understanding of yourself and your career, as well as strategies for bringing the two together."

According to Sami Ahmed, co-founder of recruiting firm Hunt Club, a coach provides consultative advice and can guide an IT professional to the next stage of his or her career. "A career coach can undoubtedly assist you in comprehending the game and achieving your goals," he explains.

To ensure that you receive the guidance you require and not a lesson in time and money waste, look for an IT career coach who possesses these four critical characteristics.

 

1. Strongly recommended

Finding and screening suitable candidates is the first step in establishing contact with a career coach. "You shouldn't have to look far to find a good one," according to Harj Taggar, CEO of job research and recruiting firm Triplebyte. "Referrals and recommendations should come from within your own network and from other friends who work in the industry," he advises.

Ahmed concurs. "You could search Google for career coaches, but getting a referral and connecting with someone in your network makes the most sense and ensures a more fruitful relationship," he says.

Human resources personnel at your current employer may also be able to provide suitable leads. "The human resources department can be an excellent resource, as they use coaches on a daily basis," says Bob Hewes, senior partner at training and coaching firm Camden Consulting Group. "Another source is former coworkers who have worked with coaches."

Surfing the web is another way to locate top-tier coaches, or at the very least those with a devoted following. "You can find coaches offering incredible advice on Quora, Reddit, and other sites where people go to get their questions answered," Garvens explains. "In those instances, the cream rises to the top."

 

2. Has an understanding of information technology and leadership experience

It's critical to interview career coaches who are compatible with your professional needs and short- and long-term goals. "They should be knowledgeable about your profession and be able to communicate in your industry's language," Ahmed advises. If a coach comes from the IT industry, he or she will be able to get you there faster than someone who does not understand the industry, he explains. "They'll provide industry-specific examples, identify industry issues and opportunities, and ultimately assist you in gaining a better understanding of your situation."

Additionally, a coach should have a firm grasp on current in-demand skills and encourage clients to brush up on the specific abilities that will help them advance their careers. "A coach should have extensive knowledge of market compensation and be able to assist you in negotiating to obtain the package you desire," Taggar states. "A coach cannot make decisions for you, but should be able to help you develop a framework for decision-making that is both clear and confident."

Michael Cauley, director of Lipscomb University's performance coaching program, suggests seeking out a coach with senior-level leadership experience. Certification in some form of 360-degree feedback program is also advantageous, he notes. "If the coach lacks IT experience, they must demonstrate a high level of learning agility when it comes to organizational systems," he adds. Cauley also suggests working with a coach who is certified by the International Coach Federation (ICF), a not-for-profit organization dedicated to professional coaching. The ICF has approximately 30,000 members in 140 countries as of April 2017.

 

3. Provides a strategy and objectives that are realistic

One of the most common career mistakes executives and managers make is believing they can figure everything out on their own, Garvens says. "Obtaining an outside perspective frequently illuminates opportunities or critical issues that you might overlook on your own," he explains. "For instance, how many times have you been told you have food on your face throughout your life, and how many of those times were you aware you had food on your face?"

Accept no less than a coach who makes you feel secure in your current state of development. "Find a coach who will push you to examine the gap between who you are and who you want to be," suggests Cindy Hosea, associate director of graduate career services at Indiana University's Kelley School of Business. Make the time and effort necessary to engage in the coaching process, and be candid with yourself and your coach, she advises. "Be willing to take ownership of your career, to make courageous choices, to challenge preconceived notions, and to enjoy the journey toward becoming the best version of yourself."

Ahmed observes that many information technology professionals have a misunderstanding about the coach's role. "The most pervasive misunderstanding is that a career coach is a recruiter," he observes. "A coach's role is not to open doors and gets you that job, but to raise you to a point where you're prepared to obtain it."

Taggar cautions, however, against becoming overly reliant on a coach's advice. "It's critical to keep in mind that they are merely guides who can provide you with information to consider and process," he explains. "Only you can make the best choice for yourself."

 

4. Is able to commit to a consistent but flexible meeting schedule

As a customer, you have the right to schedule meetings that fit your daily business and personal obligations while also receiving high-quality instruction and support. Garvens believes that meeting with an IT career coach every week or two is ideal. "You should leave your session with a clearer understanding of the steps necessary to get where you're going," he suggests. "Each session should include an assessment of your previous session's homework as well as homework due the following session."

Cauley prefers an evolvable arrangement. "I prefer six- to nine-month engagements with weekly meetings for the first four sessions and biweekly thereafter," he notes.

"My coaching contracts include a minimum of six 30- to 60-minute sessions held every two to four weeks," Hosea explains. A typical coaching relationship, she notes, begins with the client bringing a specific topic or goal to work on, such as leadership, communication, or emotional intelligence. "The coach is responsible for the client's growth in that area."

Hewes believes that many IT professionals put off hiring a coach for far too long. "It's similar to working with a financial advisor: we believe we should be able to handle things on our own, so we wait and wait," he observes.