Finding the Right Executive Coach for Your GC Journey
- deborahsolmor1
- May 5
- 5 min read
In an earlier post, Susan Sneider, co-founder of New Vistas Consulting and a seasoned executive coach, shared how transformative coaching can be for in-house counsel. She explained how the right coach can build self-awareness, expand executive skills, and help lawyers step confidently into the General Counsel role.
At our inaugural Ready Set GC | Ascend program this February, the topic of coaching sparked a flurry of questions from attendees, including:
How do you find the right coach?
What should you expect from the engagement?
How do you measure success?
Should you cover the cost yourself, or can your organization support it?
This post tackles those questions, providing a practical roadmap for finding and working with an executive coach who aligns with your professional goals. (And stay tuned: we’ll dive even deeper into this topic at our upcoming Ascend program in New York this November)
Coaching Is a Strength, Not a Weakness
Before we dive into how to find the right coach, let's address a common misconception: Seeking coaching is not a sign of weakness - it’s a superpower.
Some professionals hesitate to work with a coach, often for two reasons. First, they worry it might signal weakness or inadequacy. Second, they believe they’re too early in their journey to justify it. But the truth is, coaching isn’t about fixing flaws; it’s about accelerating growth, no matter where you are in your path.
The reality is that every elite athlete, world-class performer, and highly successful executive has worked with a coach. Michael Jordan had a coach. Serena Williams has a coach. Meryl Streep has a coach. And they didn’t wait until they were superstars to start the work. Great leaders seek insights from trusted guides who can help them refine their skills, navigate complexity, and maximize their potential.
Coaching is especially valuable for new and aspiring GCs. Whether you’re stepping into the role for the first time or preparing to, you haven’t fully lived the GC experience yet. But an experienced executive coach has. Many are former GCs or have worked with other GCs and deeply understand the broader executive landscape. They can help you sharpen your leadership skills, anticipate challenges, and develop the presence required to operate at the C-suite level.
If you're serious about advancing your career, don't fall into the trap of thinking you must figure it all out alone. Asking for help is a strategic advantage. Just like you didn’t become a seasoned lawyer overnight, you won’t master the GC role overnight either. You had to hone the skill of practicing law and you’ll need to do the same to operate as an executive. The title doesn’t grant you the skillset; you develop it through intention, feedback, and time.
Define Your Goals and Objectives
Before starting the coaching journey, take time to reflect on what you want to achieve. Start by writing down your goals. Are you focused on the practical, day-to-day responsibilities of being a GC? Are you looking to strengthen your executive presence and communication? Maybe both? Common coaching goals include:
Leadership Development: Strengthening executive presence, team management, and influence with senior leadership.
Strategic Thinking: Deepening business acumen and aligning legal strategy with broader corporate objectives.
Communication Skills: Enhancing boardroom communication, stakeholder management, and conflict resolution.
Transition Support: Navigating the first 90 days in a new GC role or shifting into a more strategic leadership position.
Personal Effectiveness: Improving time management, resilience, and stress management.
A great coach will help you assess your strengths and gaps, clarify your goals, and build a personalized roadmap for development.
It’s also okay if you aren’t sure where to start, in which case focus on selecting a coach who has the right chemistry and skillset to simply be a sounding board and thought partner as you begin your journey as a GC. As you spend more time in your role, you will naturally identify areas where you want to focus, and you may decide to work with different coaches for different objectives.
Finding the Right Executive Coach
Not all coaches are created equal. Finding the right fit is crucial. Here’s how to start:
Leverage Your Network: Ask trusted peers, mentors, senior GCs, and legal industry groups for recommendations. And don’t be shy as chances are most senior GCs and executives you ask have worked with a coach at some point in their journey.
Interview Several Coaches: In addition to aligning on your leadership goals, chemistry matters. Schedule introductory calls to assess each coach’s style, expertise, and compatibility. Consider asking to speak with a former client to get a sense of their experience.
Consider Their Background: Some coaches have legal experience (including former GCs); others come from HR, psychology, or broader executive leadership backgrounds. Choose based on the insights and growth areas you want to prioritize.
Understand Their Coaching Model: Some work on an hourly basis; others offer flat fees with on-call availability. Choose the model that matches your needs and schedule. Ask how flexible they are in tailoring their approach.
Understand Coaching Models
The structure of a coaching engagement varies but typically includes:
Initial Assessment: The coach conducts a deep dive into your role, challenges, and goals. This may include 360-degree feedback from peers, direct reports, and executives. If the circumstances seem right, lean into this opportunity as you will learn valuable insights about how you are viewed within the organization.
Goal Setting & Strategy: Together, you and your coach will establish key development areas and actionable strategies, including what success will look like and how to measure it.
Regular Check-Ins: Coaching sessions may be weekly, biweekly, or monthly, depending on your preferences and the structure you agree on with your coach. These sessions will focus on real-time challenges and skill-building.
On-the-Job Application: You’ll actively apply lessons learned to your daily role, refining your approach based on feedback.
Progress Reviews & Adjustments: The coach will track your progress, measure impact, and adjust strategies as needed.
Measuring Success
A successful coaching experience should yield tangible, visible improvements. Key indicators include:
Feedback from Peers and Executives: Greater trust, influence, and engagement across the organization.
Achievement of Specific Goals: Confidence in areas like decision-making, executive presence, or strategic planning.
Behavioral Shifts: Stronger delegation, better handling of high-stakes conversations, improved resilience.
Career Progression: Clear movement toward your GC goals or greater success if you are already there.
Paying for Your Coach
Coaching costs vary widely, and you should think about whether to pay out-of-pocket or seek organizational support.
Company-Sponsored Coaching: Many organizations cover coaching as part of leadership development programs. If you’re advocating for company sponsorship, be ready to make a strong business case. Emphasize how coaching will enhance your leadership, improve team performance, and drive business results.
Professional Development Budgets: Some legal departments have discretionary funds you can tap into.
Self-Investment: If sponsorship isn’t available, self-funding is a powerful investment in your future and many GCs will tell you the ROI is extraordinary.
Final Thoughts
Executive coaching can be a game-changer for new and aspiring General Counsel as well as experienced GCs seeking to deepen their impact.
Finding the right coach, clarifying your goals, and fully engaging in the process can be a transformative experience. Whether your organization supports it or you choose to invest in yourself, coaching can give you the insights, skills, and confidence to not just reach the GC role but to thrive in it.
General Counsel, Wisconsin Alumni Research Foundation (WARF)
Ready Set GC Founder
SVP and Chief Legal Officer, Heineken USA, Inc. (former)
Ready Set GC Advisory Board Co-Chair
Chief Legal, Compliance & Administrative Officer, Closed Loop Partners
Ready Set GC Advisory Board Member
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