Using ICF-Approved Executive Coach Training, Life Coach Training, Career Coach Certification or Business Coaching Training for Coaching Program Resources

When creating and managing a coaching program, consider the resources that are appropriate. The resources are for three different things: managing the program, supporting the coaches, and supporting the coachees.

• Resources for managing the program include appropriate training or consulting services, the expenses of administration, the time and cost of training for the program managers, and time for running the program.
  
  
• Resources for the coaches include coach training for coaches -- specifically ICF-approved executive coach training, life coach training, career coach certification and business coaching training such as is offered at the Center for Coaching Certification, access to information on coaching, access to information appropriate for supporting coachees, a list of resources available to coachees, time and a place for coaching, helpful forms and coaching tools such as the ones offed after completing coach training at the Center for Coaching Certification, ongoing coaching for the coaches, and a contact person for questions and concerns.
  
  
• Resources for coachees include access to training when appropriate for skill development, access to information for self-directed learning, access to a form for reporting on progress, and a contact person for questions and concerns.

Planning the program includes planning the budget and the time. In the initial stages coach training and / or consulting services are also explored and put in place. In developing a program manual, include listings or create directories of forms, resources for training and learning, options for meeting space, and contacts. Provide the information to both coaches and coachees during a program orientation.

Creating Opportunities for Coaching After Business Coaching Training, Career Coach Certification, Executive Coaching Certification, and Life Coach Training

After business coaching training, career coach certification, executive coaching certification, and life coach training, many coaches build their businesses with more than one service. For example, some do consulting and also do coaching. Others provide training and also offer coaching. These different services are natural complements for each other. Additionally, providing one of these services often creates opportunities to provide the other too.

A great service to include is training. The Center for Coaching Certification provides business coaching training, career coach certification, executive coaching certification, and life coach training in addition to offering other workshops or seminars. This is an opportunity to provide valuable information, create an additional income stream, and to connect with future coaching clients. Like speaking, training demonstrates your expertise. Participants often feel connected and will ask you about coaching. The key is to provide great content and mention coaching as an opportunity for them as they apply their learning.

For example, if you offer a one hour program online and sell it for as little as $10 per person, for every ten that participate you earn $100. If you offer a one-day class and sell it for $100 per person then with ten people there you earn $1000 for the day. The idea is you create the programs and then are able to update and reuse the content on a regular basis.

Workshops and seminars are both an earning opportunity and a great place to connect with future coaching clients. Consider promoting specific programs to businesses where you ideal client works. Explore options for marketing a class in your area. Offer training programs online. Then, teach people the difference between training and coaching and let them know you are a certified coach.

Please see the Center for Coaching Certification FAQs for our business coaching training, career coach certification, executive coaching certification and life coach training for considerations regarding online courses.

Executive Coaching Certification, Business Coaching Training, Career Coach Certification, or Life Coach Training to Differentiate Between Coaching, Mentoring, Training, and Managing

While these roles are often inter-mingled and misunderstood, a clear awareness of the value and distinctions of each role enhances positive results. In executive coaching certification, business coaching training, career coach certification, or life coach training, the Center for Coaching Certification teaches each role is truly unique and distinct, serves a specific purpose, and is handled differently. Knowing how coaching is different and understanding the role is essential for a successful program. What does each do?

Mentor

• Provide expertise
• Gives advice
• Offers input

Manager

• Informs of decisions
• Provides direction
• Gives feedback

Trainer

• Assesses learning needs
• Develops training programs
• Manages learning environment
• Provides information
• Creates learning exercises

Coach

• Elicits the direction and expertise from the coachee
• Provides the process for the coachee to strategize and plan
• Empowers the coachee to make their own decisions and determine actions
• Asks the coachee how it is working and what they want to adjust
• Affirms coachee progress and success

Bottom line: through executive coaching certification, business coaching training, career coach certification, or life coach training learn how coaching is different from the other roles for effective application of coaching skills. Coaching certification ensures that the coach asks instead of telling, makes it about the client’s opinion, empowers the client to determine direction, and supports the client to decide on their strategy or actions. The coach serves as a sounding board to give the client space to explore, asks probing and clarifying questions to expand and challenge thinking, then asks the coachee to define what they want and how they will make it happen.

Evaluating the Efficacy of Coaching After Business Coach Training, Career Coach Certification, Executive Coaching Certification and Life Coach Training

Companies that invest in coaching are interested in ensuring the money is well spent. Clients who hire a coach want to know the investment is a smart one. Coaches building their business after business coach training, career coach certification, executive coaching certification and life coach training want to share information on the impact of their services.

During coach training researching the studies that are available on coaching provides great insight as to what is measured and how it is measured. TIP: Simply go to Google and enter “Coaching ROI” or “Efficacy of Coaching” or “studies on coaching” and review the information.

For coaching programs inside of organizations, managing an evaluation process is smart. Understanding the evaluation process is also vital to coaches after business coach training, career coach certification, executive coaching certification and life coach training. The first step is determining what you want from the coaching itself and what you want from evaluating the coaching.

1. Start with Objectives

Coaching Goals

• What is the objective of the coaching?
  • Bottom-line impact – for example: sales numbers, turnover costs, productivity metrics, profitability
  • Behavioral Change – for example: specific leaders developing skills that impact outcomes
  • Cultural Change – for example: employee engagement and employee satisfaction metrics
• What are the reasons for measuring?
  • Prove – specifically, to prove the coaching is making a difference
  • Improve – to learn how to improve the coaching program
  • Learn – to learn about what is happening as a result of coaching

Coaching Measures

• What will you measure?
  • Action – this means tracking specific actions ties to performance metrics
  • Feelings – this is often simply having the coachee give their feedback in a qualitative format
  • Feedback – often pre and post 360 evaluations provide excellent feedback
  • Dollar Impact – this means tracking the bottom line and determining what percentage of change is attributable to coaching.