FAQ

The Certified Leadership Coach Program is intended for executives, managers, and aspiring leaders who want to learn coaching as a leadership style. This learning is then practiced within the organization as an approach to performance management and improvement. Our program is also of interest to business owners, coaches, consultants, and trainers, who want to improve their coaching skills and/or learn how to integrate coaching services into their businesses.

Our public coaching education courses all take place online with Zoom and inside our coach education portal. We also offer private coaching education and instruction, which can take place in person, depending on the requirements and the mandate.

The Coaching Academy for Leaders public cohorts begin at set times throughout the year. Here is the link to the schedule to date. Private training sessions can begin at any convenient time as agreed upon by our instructors and your organization.

Our programs run with a minimum of 5 participants, and a maximum of 15.  

You can view all of the pricing and policies here.

Payment plans are available for our courses and programs. View the available options here.

Yes!  Private training programs can be custom created to fit your schedule and organizational needs.  We require a minimum of 5 participants to create a private, custom training program. Less than 5 participants?  Your employees can participate in our public cohorts.

Many influential global companies embrace coaching culture to shape their organizational culture and address their key strategic goals.  Companies like Coca-Cola, IBM, Google, Ernst & Young, the BBC, University of British Columbia, Sysco Food Systems, and even the United Nations use a coaching culture in their organizations in order to achieve their performance goals.  The ICF recognizes companies who demonstrate excellence in coaching cultures worldwide with the ICF Impact Award.

Absolutely. We have a mix of participants in our program, so we offer an option for those who just want to be better leaders, and we have an option for those who want to go for ICF credentials starting with the ACC (Associate Certified Coach).

Yes, our groups are small: from 5 to 15 participants, and the faculty member is live, the camera on, a mic on, right there, participating with you the whole time. You also get to talk, ask questions and share your wisdom with the group. It’s encouraged.

Both. For Phase 1, the lecture part is pre-recorded, and you can access the videos through a password-protected portal. That part will take an average of about 20 minutes per week. You can also catch the replays of the sessions that you missed. Also in the portal is the library of all course materials, tools, templates, lecture notes, and additional resources. In addition, the mastermind discussion sessions and the coach practice sessions are LIVE on Zoom every week for two hours.

The short answer is about 2.5 hours a week, max.

The Coach Knowledge Assessment will be known as the Coach Credentialing Exam as of 2023. Coaching Fundamentals will prepare you for that exam. Coaching Essentails builds on Coaching Fundamentals, so you will be even more prepared.

The good news is that you will receive a certificate after each phase attesting to the hours completed. These certificates are recognized by the ICF.

We offer a variety of sessions to appeal to the different schedules and availabilities of our participants. Please view our upcoming schedule for available dates and times.

No, you don’t need to take Coaching Fundamentals and Coaching Essentials to sit the exam. You should be ready after Coaching Fundamentals, but that is up to you based on when you’re ready to apply for your credential.

The Coaching Academy for Leaders uses The Lumina Spark Psychometric with an emphasis on the importance of Self Awareness in coaching. We encourage coaches to find an instrument that they like and use it in their practice, but which one you choose is up to you.

As defined by the ICF, coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential, which is particularly important in today’s uncertain and complex environment. 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, and hold the client responsible and accountable. This process helps clients dramatically improve their outlook on work and life while improving their leadership skills and unlocking their potential.

Overall, be prepared to design the coaching partnership with the coach. For example, think of a strong partnership that you currently have in your work or life. Look at how you built that relationship and what is important to you about partnership. You will want to build those same things into a coaching relationship. Here are a few other tips: interview more than one coach to determine “what feels right” in terms of the chemistry. Coaches are accustomed to being interviewed, and an introductory conversation of this type is usually free of charge. Look for stylistic similarities and differences between the coach and you and how these might support your growth as an individual or the growth of your team. Discuss your goals for coaching within the context of the coach’s specialty or the coach’s preferred way of working with an individual or team. Talk with the coach about what to do if you ever feel things are not going well; make some agreements up front on how to handle questions or problems. Remember that coaching is a partnership, so be assertive about talking with the coach about any concerns.

Currently, all coaching sessions take place on Zoom, or by phone. In certain cases we can also accommodate coaching sessions in person. 

Measurement may be thought of in two distinct ways: external indicators of performance and internal indicators of success. Ideally, both are incorporated. Examples of external measures include achievement of coaching goals established at the outset of the coaching relationship, increased income/revenue, obtaining a promotion, performance feedback that is obtained from a sample of the individual’s constituents (e.g., direct reports, colleagues, customers, boss, the manager him/herself), personal and/or business performance data (e.g., productivity, efficiency measures). The external measures selected should be things the individual is already measuring and has some ability to directly influence. Examples of internal measures include self-scoring/self-validating assessments that can be administered initially and at regular intervals in the coaching process, changes in the individual’s self-awareness and awareness of others, shifts in thinking that create more effective actions, and shifts in one’s emotional state that inspire confidence.

The length of a coaching partnership varies depending on the individual’s or team’s needs and preferences. For certain types of focused coaching, three to six months of working may work. For other types of coaching, people may find it beneficial to work with a coach for a longer period. Factors that may impact the length of time include: the types of goals, the ways individuals or teams prefer to work, the frequency of coaching meetings and financial resources available to support coaching.

We take your privacy seriously and we are committed to the highest standards according to industry and government regulations, as well as ICF guidelines.  You can read more about our Privacy Policy here.