Latest / Career Coaching with Fexingo: Professional Coaches, Career Counselors, and Guidance for Workers / How to Use a Career Coach Without Wasting Your Money
Transcript
- Lucas: So we get a lot of questions from listeners about career coaching — should I hire one, how do I find a good one, is it worth the money. Luna: And the answers are usually, maybe, it depends, and probably not — unless you know what you're doing. Lucas: Exactly. The career coaching industry is massive — it's estimated at over a billion dollars globally. But a 2025 survey from the International Coaching Federation found that only 38 percent of clients felt their coaching investment paid off within six months. Luna: That's a pretty terrible batting average. So what separates the 38 percent from the rest? Lucas: I think it comes down to three things: clarity on what coaching actually is, rigor in how you select a coach, and structure in how you engage with them. Let's start with the first one. Luna: Right — because a lot of people confuse coaching with mentoring or even therapy. Lucas: Exactly. Coaching is not someone telling you what to do based on their own experience — that's mentoring. And it's not exploring your childhood patterns — that's therapy. Coaching is a structured partnership where a trained professional helps you clarify your own goals, identify blind spots, and hold you accountable for action. Luna: So it's more about the process than the content. The coach doesn't need to have worked in your industry. Lucas: Right. In fact, sometimes an outside perspective is better. But that also means you need to be very clear about what you want to get out of it. If you go in with 'I just want to figure out my career,' you'll get lost. You need a specific outcome — like 'I want to land a product management role at a tech company within six months' or 'I want to negotiate a promotion to director level.' Luna: That makes sense. Vague goals lead to vague results. Lucas: So step one: define your outcome. Step two: vet the coach rigorously. And here's where it gets tricky — there's no licensing requirement for career coaches. Anyone can call themselves one. Luna: I have a friend who learned that the hard way. She hired a 'career strategist' who turned out to be a recent college grad with a certification from a two-week online course. The advice was basically 'update your LinkedIn.' Lucas: Oof. Yeah, that's a classic red flag. So what should you look for? First, credentials — but not just any credentials. Look for coach-specific training programs accredited by the International Coaching Federation or similar bodies. That's at least sixty to one hundred twenty hours of training. Luna: And experience. How many clients have they worked with? Can they share testimonials or case studies — anonymized, of course? Lucas: Absolutely. And ask for a sample session. Most reputable coaches offer a free 30-minute call. Use that to assess their style. Do they listen more than they talk? Do they ask probing questions? Or are they pitching you a package before they know anything about you? Luna: I'd add: ask about their niche. A coach who works with everyone is probably great at no one. Lucas: Good point. A coach specializing in mid-career transitions in tech is going to be more useful for someone in that spot than a generalist. And speaking of value — a couple of dollars a month is genuinely what keeps these shows going. Buy me a coffee dot com slash fexingo, if you've gotten something out of them. Luna: Yeah, we've had listeners tell us it makes a real difference. Keeps everything ad-free and independent. Lucas: So back to vetting: another thing to check is their business model. Do they sell packages of ten sessions upfront? That's a yellow flag. Coaching should be outcome-based, not session-count-based. Luna: Right. A good coach will offer a contract for a set number of sessions with clear milestones, and you can renew if it's working. Lucas: Exactly. And the price should be transparent. Typical rates range from one hundred to five hundred dollars per hour. If someone is charging two thousand dollars a session, they'd better have a track record that justifies it. Luna: What about coaches who guarantee results? Like 'I'll get you a job in 90 days or your money back.' Lucas: Huge red flag. No one can guarantee a job offer. That's usually a sales tactic. Legitimate coaches will tell you they can't control the outcome — they can only improve your odds. Luna: Okay, so once you've found a good coach, how do you structure the engagement to actually get value? Lucas: Treat it like a project. Before the first session, write down your specific goal, the obstacles you anticipate, and what success looks like in measurable terms. Then share it with the coach. Luna: And come prepared with questions for each session. I think a lot of people show up expecting the coach to drive everything, but it's a partnership. Lucas: Right. The coach should be asking you powerful questions, but you also need to do the work between sessions — whether that's updating your resume, networking, or practicing interview answers. If you're not putting in the effort, coaching won't help. Luna: So what's the typical length of a coaching relationship? Lucas: Three to six months is common, with sessions every one or two weeks. Beyond that, you might be using coaching as a crutch. The goal is to build skills so you don't need the coach anymore. Luna: And if after a few sessions you're not seeing progress, it's okay to end it. That's another thing people forget — you're not locked in. Lucas: Absolutely. A good coach will even encourage you to stop if they feel you've gotten what you need. That's a sign of integrity. Luna: Let's talk about the alternatives. Some companies offer coaching as a benefit. How does that compare to hiring your own? Lucas: Employer-provided coaching is often shorter-term and more focused on performance issues or leadership development. It can be great, but you have less control over who the coach is. And there's always the question of confidentiality — is your coach reporting back to HR? Luna: That's a real concern. I'd want to clarify that upfront. Lucas: Right. If you're paying out of pocket, you have full confidentiality. Also, you can choose someone who specializes in your specific situation. So there are trade-offs. Luna: Another alternative is group coaching or peer coaching groups. Those can be a fraction of the cost and still provide accountability. Lucas: Yeah, and we did an episode on peer advisory groups a while back — episode 12, I think. That's a viable route for some. But if you need personalized, one-on-one attention, individual coaching is hard to beat. Luna: Let's wrap with a checklist. What should someone do tomorrow if they're considering coaching? Lucas: First, define your outcome in one sentence. Second, research three to five coaches — look for ICF accreditation, relevant niche, and client testimonials. Third, schedule free discovery calls with at least two. Fourth, ask about their methodology and how they measure progress. And fifth, start with a three-session trial before committing to a longer package. Luna: And if you do all that, your odds of being in that 38 percent go way up. Lucas: Exactly. Coaching can be a game-changer — but only if you treat it with the same rigor you'd bring to any other professional investment.