Measuring Coaching ROI from Executive Coaching Certification, Life Coach Training, Career Coach Certification and Business Coaching Training

When building your business after executive coaching certification, life coach training, career coach certification, business coaching training, there is more than one bottom line to consider when measuring ROI: both the intangible (qualitative) and the tangible (quantitative) impact are equally important. Additionally, there are multiple outcomes of each type.

Intangible benefits from coaching following executive coaching certification, life coach training, career coach certification and business coaching training include enhanced inter-personal relationships, a more positive attitude, improved process for strategizing and decision making, and a greater level of awareness. The intangible ROI is unique to every coaching situation because what the coachee learns and changes is different. A note: the comfort level of the coachee with their coach impacts the benefits.

The tangible ROI from coaching after executive coaching certification, life coach training, career coach certification and business coaching training can be quantified through numbers and formulas and it also varies based on the coaching situation. For example, in a business setting, bottom line measures may include productivity, sales, and turnover costs. The tangible number, how much achieving the goal changed the bottom line, is divided by how much the coaching cost in terms of hours spent plus dollars invested.

A best practice for measuring ROI in coaching is to talk with a sponsor and / or with individual coachees prior to starting the coaching relationship(s). In the conversation, ask what they want to gain from the coaching and ask how they want to measure it. Then, throughout the coaching relationship, check in with them on whether they are gaining what they want from the coaching. When a sponsor or coachee focuses on only tangible or intangible benefits, then ask questions about the other type too.

ICF-Approved Coach Training: Executive Coach Training, Life Coach Training, Career Coach Certification, and Business Coaching Training Offer 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. Coach training programs provide resources after Executive Coach Training, Life Coach Training, Career Coach Certification, and Business Coaching Training. Additionally, the schools and companies offering services provide resources.

• 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 the coaching certification 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.

4 Steps for Distinguishing Coaching and HR Functions from Coach Training for Executive Coaching Certification

Coach training provides awareness of the importance to ensuring coaching is maximized following Executive Coaching Certification. Coaching sessions are different from HR meetings and amongst the most important distinctions are confidentiality and the relationship.

Confidentiality:

In coach training at the Center for Coaching Certification, the differences between coaching and all other roles are clarified in the life coach training, executive coaching certification, career coach certification and business coaching training classes. Specifically, HR records are confidential and they are owned by the company. Coaching session notes are even more confidential and are owned by the coach and the coachee. This means the notes are kept either on paper or on a personal computer because notes on a company computer or in a company email are owned by the company and discoverable.

The Relationship:

The HR professional is by necessity loyal to the company and the company is their client. For a coach, including internal coaches, the coachee is their client.

Coach training for executive coaching certification teaches that the separation of these roles enhances the value of coaching because of confidentiality and trust. Specifically, when the coachee knows that what they say is kept between them and their coach, they are given permission to openly discuss challenges and strategies, and to develop an effective action plan.

The steps for separating HR meetings from coaching sessions include:

1. Review and compare the company Code of Ethics, HR Policies, and the ICF Code of Ethics.
2. Define the separation of coaching and HR meetings and publish the distinction.
3. For each meeting state clearly whether it is an HR meeting or a coaching session.
4. Keep all records for HR as per requirements and keep all coaching session notes as per coaching ethics.

Both HR functions and coaching relationships benefit from this separation. The Center for Coaching Certification emphasizes the benefits of coaching in the life coach training, executive coaching certification, career coach certification and business coaching training classes. Specifically, done correctly, coaching supports employee engagement and productivity which in turn enhances outcomes for HR and for the company.

Life Coach Training – GPS for Self-Actualization

Dictionary.com defines self-actualization as “the achievement of one’s full potential through creativity, independence, spontaneity, and a grasp of the real world.”

Huffington post published four steps to self-actualization:

1. Stop measuring yourself against others.
2. Learn to accept yourself holistically.
3. Understand that you are in control.
4. Don’t stop growing.

Now consider this approach with a Certified Professional Coach after their life coach training: To go toward self-actualization, start with self-awareness, then self-acceptance, and then living your values. The coaching process naturally supports self-awareness and self-acceptance with probing and clarifying questions. The recent blog posts on Finding the Direction and Skill Development are examples. Living your values starts with identifying and defining your values, evaluating where you are now, choosing your ideal, and strategizing your process. One example of how life coach training supports you through these steps is exploration with these questions:

1. Who are you?
2. List twelve values that define who you are now. (Choose from the list or write your own.)
3. Rank in Groups of Three

• First Three

• Second Three

• Third Three

• Fourth Three

4. Define

• What is your definition of each values?

5. Explore

• What values do you live now?

• What values to you want to live?

Coaching serves as your GPS for creating meaningful change and achieving self-actualization.

Executive Coaching Certification – GPS for Skill Development

Posted on June 27, 2014 by Cathy Liska

Skill development is ongoing throughout our lives. Our families and schools support this and in the workplace many employers provide opportunities. Whether developing general life skills or specialized skills, executive coaching certification adds value. To back that statement up, look at the study done by the Personnel Management Association: training provides a 22% improvement and training plus coaching provides an 88% improvement. How does coaching make so much of a difference? Because an individual with executive coaching certification is like your GPS for direction, and works with you on how you personally will implement your learning, then serves as an accountability partner for keeping you on track.

What are methodologies for coaching as your GPS to skill development? Yes, there are multiple options for how to get there. To get started with a few directions, create a list of skills that are relevant and important for you to develop. Next rank your level of skill in each of these areas. Then prioritize developing the skills.

Another approach is to list both your strengths and weakness in different skills. Then choose one strength you want to continue developing, one weakness you want to develop, and identify one skill that directly impacts your success that you want to develop.

Working with a coach as you take these steps enhances your outcomes because executive coaching certification teaches the coach to help you clarify your thinking and expand your options.

Once you decide where you want to go, your coach works with you on how you will get there. Of course with skill development reading, researching, and training are obvious options. Coaches will initiate brainstorming experiential learning opportunities, create stretch learning opportunities, and will role play with you too. Executive coaching certification teaches coaches to partner with you to strategize your application of information so you develop your skills.

Career Coach Certification – GPS for Your Career

Career coaching is a fabulous GPS for launching, reinventing, or advancing your career because the career coach certification teaches the coach to work with you on defining your direction and implementing your step-by-step movement toward your objectives. As with a GPS, it starts by finding where you are now and then the directions are determined based on where you want to go. A simple example of this in career coaching is using the following for exploration and prioritization:

1. Highlight what is on your existing resume.
2. Describe your education and experience.
3. Describe your ideal career path.
4. Prioritize the type of work you want and rank the related work tasks.
5. Describe how you are searching for a job or how you are advancing in your career.
6. Prioritize the coaching focus by ranking this list:

• Defining the ideal job
• Exploring career options
• Creating a strategy for a promotion
• Enhancing resume
• Expanding job search strategies
• Planning job search
• Preparing for interviews
• Practicing interviews
• Follow-up on leads, applications, resume submissions, and interviews
• Negotiating title, responsibilities, salary, and benefits
• Starting a new position
  
  

Career coaching is often combined with training and consulting. This makes sense because the training provides information, the consulting provides expertise, and the individual with career coach certification then supports you determining, planning, and implementing the routes you choose.

Business Coaching Training – GPS for Business

Increasingly start-up, small, and mid-sized business owners are seeking a professional with business coaching training to help move in their right direction. This makes sense – after all, while they are great at the work, there are areas of business ownership and management that call for additional support.

The starting point is knowing where you are and defining where you want to go with your business. To get started in the right direction, a coach will ask questions they developed in business coaching training.  This process provides the business owner with clarity as well as helping choose the direction. Examples of questions include:

1. What stage are you in for your business? Please explain.

• Start-up
• Growing
• Maintaining
• Sustainable
• Strategy

2. What is the history of your business?
3. What is your passion for the business?
4. What are your ideas for the business?
5. What is your vision for the business?
6. What is your business strategy?
7. Prioritize the coaching focus starting with this list:

• Create or re-develop Mission and Vision statements
• Business Planning
• Marketing and Social Media Planning
• Refining Plans
• Strategizing
• Exploring Ideas
• Action Planning
• Project Management
• Customer Service
• Operational Efficiency
• Financial Management
• Growth
• Sustainability
• Increasing Efficiencies
• Employee Management
• Vendor Relations
• Other

Clarity of the starting point and priorities for the direction maximize coaching with a professional who had business coaching training as your GPS for reaching the destination.