Business leaders who have reached higher levels within their organization often have no objective sounding board to turn to for guidance on their continued professional and personal growth. And small business owners and entrepreneurs can feel even more isolated when it comes to finding a reliable confidant. 

Executive and business coaches can provide a reliable resource for leadership and professional development, as Dianna Ranger found a couple of years ago. 

Ranger was preparing to make the leap from a corporate position to starting her own business, and happened to meet Christi Hegstad, a professional coach, while taking an adult education class. 

The one-on-one coaching with Hegstad was “extremely beneficial,” said Ranger, who in 2013 started her own business, Location Matters, a residential household organizing service in Norwalk. “I explored some things I would not have explored without her encouragement,” she said. “She was excellent at asking questions I would not have thought of. … I would encourage anyone who wants to make a change to seek out a coach.”

Even  though she’s a sole proprietor, Ranger has found it valuable to hone the leadership skills she used in the corporate world to apply to her relationships with her clients. Additionally, she still meets with Hegstad occasionally to monitor her goals and keep herself accountable. 

“(In 2015) I’ve already doubled my income from last year,” she said. “It’s exciting that it continues to grow, and I’m looking at starting some new services in 2016. It’s really rewarding to see some growth after all the fear and hard work, which I know is not going to go away.” 

Hegstad, who is president of the Iowa chapter of the International Coach Federation (ICF), said demand for coaching expertise in Iowa is growing, as evidenced by the organization’s membership growth in Iowa. The chapter has expanded from about 20 coach members to more than 40 in just the past year. Globally, ICF has increased its membership by more than 30 percent in the past five years, with more than 23,000 members in 134 countries. 

I recently interviewed Hegstad, along with Blair Wagner, who chairs the organization’s state board. Wagner, with three other coaches, helped launch the chapter in 2007 as she was just getting started in her coaching career. The chapter’s membership includes a mix of business coaches, life coaches and health and wellness coaches.  

The Iowa chapter in 2015 hosted its first statewide training conference, which drew about 40 participating coaches. 

How did this chapter get started? 

Wagner: I had finished my initial training; the program I went through took about 14 months, and I was really excited about it and wanted to connect with other coaches. I began contacting other coaches I had heard of and began networking out. That’s still the model we have today. Our purpose is to welcome coaches — both those who are either exploring it or who are experienced — and to continue that education. 

What does the chapter offer members? 

Wagner: The exchange of ideas. I think that’s one of the great values of the chapter: bringing together these people with different levels of expertise. Coaches are just a very welcoming group, and they’re very open to growth. … Any ideas we present at a meeting, the coaches can probably adapt them to their specific niche. It’s all about helping people to grow and develop personally and professionally. 

What does a quality coach bring to the table for a leader? 

Hegstad: That can vary. I work mostly with executives and business owners. A big aspect I find is objectivity. Often when you reach a certain level of leadership, you find you don’t have people to bounce ideas off. Another aspect that a coach can bring is strategic support — being able to help them create strategy, whether it’s for their team or organization. Also, there’s accountability. I typically meet with my clients twice a month; having someone check in with you can really make a difference in getting it done.

What are some top leadership issues handled by coaches? 

Hegstad: Often, someone will come to me with what they think is one problem, but it turns out to be another. Maybe they’ve reached a plateau; they may initially think they need to explore other options. I really like to start exploring values,  to explore how they might find a passion for the work they’re in. … What I would say all my clients have in common is a search for meaning and purpose. They want to know what they are doing is making a difference. Even though their areas of focus may be different, that’s a common denominator. 

What trends do you see emerging in coaching? 

Wagner: Mindfulness — that’s an emerging trend. There’s a growing awareness and interest in mindfulness to become more effective in our careers and businesses. And coaching is very well-suited with helping increase mindfulness. 

Another growing area of demand in coaching is employee engagement. I see this through my work with organizations on creating a drama-free work environment (addressing workplace challenges such as information controlling, exclusion, gossip, backstabbing, intimidation, etc.).

Advice on choosing a coach?

Hegstad: One is to check the training and experience of your potential coach. Ideally they’ll be ICF-certified, which provides ethical guidelines and training. It just provides that level of expertise. You also want to make sure it’s someone you can communicate with and have a rapport with so that it’s a good fit. Also, ask for references of people they have coached, or even just asking the question: Tell me about a time you worked with a client who had a similar goal.

What is coaching?

The International Coach Federation defines coaching as partnering with clients in a thought-provoking and creative process that inspires the clients to maximize their personal and professional potential. Coaches honor the client as the expert in his or her life and work and believe every client is creative, resourceful and whole. Standing on this foundation, the coach’s responsibility is to:

• Discover, clarify and align with what the client wants to achieve
• Encourage client self-discovery
• Elicit client-generated solutions and strategies
• Hold the client responsible and accountable