COACHING PROGRAMS

THE WAY FORWARD

The International Coaching Federation defines Business Coaching as the process of engaging in regular, structured conversation with a “client”: an individual or team within a business, profit or nonprofit organization, institution or government as the recipient of coaching.

  • Coaching can be done through one-on-one or group interaction
  • The coach is often the boss or supervisor of the person being coached
  • Coaching focuses on improving an existing skillset and measured through
    performance improvement and strengthening a bench of personnel

Coaching is not a new phenomenon but one that has evolved into many formats and purposes. Organizational coaching has attracted people from multiple areas of expertise, including former executives, who bring practical experience having spent years in various executive roles, facing the challenges of shaping people to grow
organizations.

2 Options Depending on Your Coaching Goals

1. Certification in the Genos Assessment instrument and as an Emotional Intelligence Executive Coach.

Set your practice on a new trajectory, differentiate yourself from the rest with this premiere program.

2. Certification as an Emotional Intelligence Executive Coach without the separate Genos Assessment certification.

This option is perfect for those coaches with Genos Assessment certification or a different EI certification and want to be a better practitioner. Or this option will provide the coaching skills for those who want to understand the practical coaching skills of emotional intelligence before certification.

I Am A Coach

Best Of Breed Solution – Certification Programs
  • Avoid the fluff of emotional intelligence and take what you learn to the problem
  • Practical and results-driven knowledge for demanding clients
  • Applying EI learning to a broad range of situations
  • Applications across all personnel levels of an organization
  • Turnkey – teaching the fundamental concepts and real-world applications
  • Ability to support the client in large or complex situations
  • Integrated with executive coaching methodologies
  • Seasoned faculty delivering certifications
What Is Included
  • Choice of certification delivery – Online or Live In-class Seminars
  • In-class certification provides 25 ICF CEUs or training hours toward ICF certification
  • The Way to Coach Executives – 427-page book from by The Center for Executive Coaching
  • EI Certified Coach Training Manual
  • Certificate of Completion
  • 1 year of ongoing support
  • Complete of business development support – how to attract clients, grow your practice and a copy of The Center for Executive Coaching’s Business Development Intensive
  • Once you complete the GENOS EI Assessment certification — you will have access all of the Genos collateral material and support
Benefits To You
  • A marketplace is full of coaching and organizations needing help with the behavioral issues associated with EI
  • Take your practice to national and international clients – EI is being applied to cross-cultural organization facing diversity issues
  • Offering specific measures that address behavioral issues within and across teams
  • The pride and confidence in your effort, using a tested EI model with certification and support of a tool that works in any environment where people work together
  • Coaching and Emotional Intelligence knowledge that is solutions driven – without the fluff
  • Delivering cognitive skills that will improve leadership competencies
  • Gain confidence, grow your practice, and expand your offering
  • The option of adding ICU Continuing Education credits

Need A Business Coach

Best-in Breed
  • A no-fluff approach to understanding Emotional Intelligence (EI)
  • Hands-on-management and leadership experience
  • Over 50 Years of combined coaching expertise
  • Understanding EI from an application perspective
  • Practical, results-driven solutions for your clients

Coaching EI possesses expertise at each of these levels; the theory and practical application of organization growth, personnel management, management control, and strategic leadership.

Our coaching initiatives begin with an in-depth assessment process, from which an evaluation of the people, climate, and culture of the organization. The assessments are meant to identify the current leadership thinking styles, behavioral characteristics, and interests and their respective competencies in emotional intelligence. A solution is designed and implemented to address areas of development.

The personnel development programs that is designed from the assessment and evaluation processes are delivered based on the roles of the leaders who are participating in the development sessions.

MENTORING PROGRAMS

Learn to recognize mentoring opportunities and the skills of the Mentor

Coaches often find themselves in mentoring situations during coaching engagements. It is not a planned event but as client trust is established the coach learns more about limitations of key personnel. The idea of key people is central to potential gains for the organization. Mentoring programs are often seen as an extension of coaching but there are measurable differences between coaching and mentoring.

Identify Mentoring Opportunities within a Coaching Engagement
  • Coaching focuses on performance and developing current job-related skills
  • Mentoring is about preparing an individual for a future role
  • Coaching is typically done by the immediate supervisor
  • Mentoring is often done by someone with no direct relationship to the mentee
  • Coaching is a process of achieving objectives of the coach
  • Mentoring is about setting and developing objectives of the mentee
  • Coaching is a short-term continuous process — continuous = never-ending
  • Mentoring is a long-term continual process built on mutual respect and trust — continual = start and stop
  • Coaching a formal and structured process of development with a direct report
  • Mentoring is an informal connection between a senior trusted advisor sharing perceptions, knowledge, and key relationships with a mentee or protégé

As an existing business coach or executive coach, we can expand your growth opportunities by teaching and certifying you in the skills of coaching, mentoring, and the high demand for services in Emotional Intelligence.

As an organization interested in coaching or mentoring key personnel and implementing the competencies of emotional intelligence our programs offer practical solutions around your business.

We invite you to a no obligation consultation to understand your business goals and how our services and expertise can help.

Benefits of Developing Mentoring Programs
  • Deepening the learning culture of an organization
  • Establishes an organizational cycle of development
  • Focused development not general learning
  • Provides direction to leadership candidates
  • Enhances the contribution of senior-level managers
  • Encourages engagement at the mid-level management layer
  • Teaches the most experienced people how to take on a mentoring role
  • Promotes retention of key personnel – attracts desired candidates
Gain Insight in the Mindset of the Mentor
  • Active listening the most basic mentoring skill – the foundational competency
  • Building Trust – confidentiality, investment of time, commitment, respect, disagreement to build understanding
  • Encourager – the most valuable attribute of the mentor
  • Identifying Goals with Knowledge of Current State – what is important, what is critical
Learn the Critical Skills of Being a Mentor
  • Instructing/Developing Capabilities – the mentor must be a resource to the mentee and demonstrate effective behaviors
  • Source of Feedback – direct, sincere, positive, and corrective
  • Inspiration – by the mentor and those the mentor introduces to the mentee
  • Risk Management – Protecting mentee from failure that jeopardize careers. Be the mentee’s advocate and intervene as needed
  • Opening Doors – creating access to people and opportunities
Gain Understanding in the Competencies of a Potential Mentee
  • Self-reliance – finding, attracting a mentor from a pool of experienced resources
  • Quick Study – receptive to feedback, keen observer, critical thinker, problem-solver
  • Showing Initiative – self-starter, calculated effort, informed risk, exceed mentor’s expectations
  • Follow Through – meet all commitments, timeliness, test concept, measure and report results, persistence, resiliency
  • Manage Relationships – maintain a current state of awareness of tacks and timelines, know what is next in the mentorship program, anticipate the end of the mentoring program

Contact Michael Pacholek at 734 769-2658 or at Michael@CoachingEI.com