Train your consultants in the best practices
of executive and leadership coaching to have
more impact and strengthen relationships
with clients

The Center for Executive Coaching has its roots in top-tier management consulting firms, and
members of our program have come from firms including Deloitte, Accenture, Bain, and Booz
Allen Hamilton.

We understand the consulting world, and know that the best consultants use coaching skills to get results with clients.

In fact, one could argue that the most valuable moments for a consulting client come when consultant and client sit down face to face and have what we would call a coaching conversation about the right course of action and how to overcome all manner of challenges to make it happen.

As coaching has evolved as a profession, it now has a formal set of competencies, toolkits, and methodologies. These can equip consultants with a powerful, practical set of conversations and skill sets to move clients from having an intellectual understanding of the right course of action to actual implementation and measurable results. In turn, coaching skills strengthen trust and rapport between consultant and client, and solidify long-term relationships.

Following are additional why consulting firms might want to train some or all of their consultants in best-practice coaching skills:

  • Add coaching as a new service offering, and capture revenue from the growth of executive and leadership coaching.
     
  • Enhance your existing change leadership and organizational development practices.
     
  • Improve your ability to move clients forward in high-stakes situations.
     
  • Professionally develop consultants with an important skill set.

The Center for Executive Coaching is an accredited ACTP with the International Coach Federation and a leading provider of executive-level coach training. Unlike many other coach training programs, our content is practical and results-oriented, and emphasizes results, impact, and value for clients.

Content is customized to your needs and can include:

  • Foundations of coaching: key coaching conversations, the coaching process, setting scope and boundaries, establishing coachability, assessing the client, tracking progress and results, defining success, following up.
     
  • Behavioral coaching: making one leadership behavior a habit, or eliminating a behavioral blind spot, in order to improve performance.
     
  • Perceptual coaching: reframing a limiting belief or perception that might be hurting a leader’s ability to build relationships or get results.
     
  • Situational coaching: 27 coaching methodologies covering the most pressing challenges that leaders and managers face. Examples include coaching the client to: engage and mobilizing employees, manage up, build one’s powerbase of professional relationships, lead change, develop a succession planning, think strategically, think comprehensively about complex issues, resolve conflict, communicate simply and powerfully, influence with impact, overcome resistance to an idea, enjoy success in a new role, overcome overwhelm due to multiple demands on time, develop leaders and gain leverage, get grounded and gain clarity via the leader’s dashboard, career planning, develop a personal brand, create a development plan, build an effective Board, execute and move things forward effectively, create a high-performance culture, and build high-performance teams.
     
  • Create coaching proprietary frameworks and methodologies that can become part of the firm’s own intellectual capital.
     
  • Business development: Attract clients to your coaching practice as part of a new service offering.

We will train your consultants in the way that suits your organization best. Options include:

In-house training. We will come to your organization to train your employees. A typical training can last between two and four days. Trainings can be supported with our distance learning and online options.

Distance-learning. Consultants can join our public distance learning program or we can create a private cohort specifically for your firm. This can include a series of teleclasses and/or webinars that can be recorded and placed in a private member area for ongoing learning, along with our videos and training manuals.

Individual training. For a small number of consultants, joining our public certification program might be the most convenient option.

Train-the-trainer. We can train your in-house trainers to deliver our coach training programs to your consultants.

Custom training. We will work quickly to customize a program that fits your precise needs.

Coaching solution build out. If you are going to launch a coaching solution to clients, we can assist in the build out, from training staff in a consistent approach to creating marketing materials.

Contact us at info@centerforexecutivecoaching.com or contact Founder and Director Andrew Neitlich directly at 941-539-9623 to discuss your needs in more depth.

From our selection of articles:

Recently, the Center for Executive Coaching graduates met for our first-ever reunion. Among the events were panels in which our members shared their best practices and experiences. It was so wonderful to hear examples from so many of our coaches about how they have developed successful practices and working with leaders at well-known organizations to […]

There is a confusing array of options when it comes to executive coach certification. In this article, we lay out the different executive coach certification options we offer, how long each takes, and what each costs. We start with our own in-house certifications, move to the International Coach Federation (ICF) coach designations, and then the […]

We have trained internal coaching groups at a number of different organizations in the past year. This has given us excellent insights into the pros and cons of different coaching models. Following are some thoughts on using external coaches, managers as coaches, and a dedicated internal coaching group within Human Resources.First and foremost, and regardless […]

I just returned from an invigorating week with senior leaders at a global corporation. They are implementing a leadership institute and brought some of their country general managers together to learn how to be coaches and mentors. The experience showed the power of learning to coach, coaching at the senior level, and being coached all […]

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