Executive and leadership coaching aren’t the right change methods for every organization. Ultimately, the organizational culture is a primary determinant of whether or not a coaching engagement can prove effective. To the extent that the following statements describe your workplace, executive coaching has a great chance of improving an executive’s performance and effectiveness. Conversely, if many of these statements don’t ring true, your organization might want to rethink using coaching as an human resources development strategy at all.

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According to the Executive Coaching Forum, executive coaching is an experiential and individualized leader development process that builds a leader’s capability to achieve short- and long-term organizational goals. It is conducted through one-on-one interactions, driven by data from multiple perspectives, and based on mutual trust and respect. The overriding objective is for the organization, executive, and executive coach to team up in order to maximize results.

Choosing a coach who is a good fit for an executive, as well as for his or her organization, can be tricky. It raises questions as to which selection criteria are relevant? As you evaluate prospective coaches, here are a few things to possibly consider:

In recent years, many organizations have made coaching a core part of their executive development programs. Some of them even consider it the crux of their performance improvement strategy. Under the right circumstances, executive coaching can provide faster return on investment than other forms of organizational development. Perhaps this explains why 86 percent of Fortune 1000 companies use coaching to sharpen the skills of their leaders.