Executive Coaching Program
|Course type||Executive Program|
|Study mode||2 x 2, One day training workshops, |
followed by work-based project assessments and/or
|Location||Melbourne CBD Campus, |
196 Flinders Street
|Credit||2 Units towards:|
Graduate Certificate in Organisational Coaching
|Recommended for||leaders and managers within organisations, external coaches|
|Cost||$2,500 per unit, $5,000 for the full program|
Download the brochure below.
This program is nested in the Graduate Certificate in Organisational Coaching
The Executive Coaching Program provides participants with the essential coaching knowledge and skills required to become an executive coach. The program is designed to be a very practical experience for participants, enabling them to apply their coaching skills in organisational coaching contexts.
The Executive Coaching Program is suitable for those seeking to develop their own executive coaching practice, or for organisations wanting to develop a coaching culture. The Executive Coaching Program has been designed to meet the needs of professionals who may seek accreditation with the International Coach Federation (ICF) which is the premium international professional body for coaches.
The program is delivered by highly experienced executive coach trainers and facilitators. Click the facilitator tab for more information.
The Executive Coaching Program consists of two core units of the Graduate Certificate in Organisational Coaching program:
PCW801A Provide coaching in the workplace
ENI802A Evaluate coaching needs and interventions
These two units are each delivered in the following format.
To achieve the qualification, participants are required to successfully complete four units comprising a core unit, plus three elective units from the general electives or special streams
PCW801A Provide coaching in the workplace
This unit develops the basic professional skills and knowledge required to coach in a workplace setting. It is written to address the International Coach Federation (ICF) competency standards.
By completing this course, participants will be able to:
- Describe the context for the use of coaching as a high performance development strategy
- Explain what coaching is and how it differs from mentoring and counselling
- Identify your strengths as a coach and areas for further development
- Use effective communication skills
- Set goals and develop action plans
- Identify and use appropriate models of coaching
- Coach individuals to do their best
- The focus of the coaching session Resistance to coaching
- Difference between coaching, consulting and mentoring
- Establishing the Coaching Agreement
- The GROW model Establishing Trust and Intimacy with the Client
- Starting the coaching session
- Managing Progress and Accountability
- Characteristics of an effective coach
- The role of values in coaching
- Coaching Presence
- Active Listening
- Powerful Questioning
- Giving Feedback
- Creating Awareness
- Empowering Beliefs for Coaching
- Designing Actions
- Planning and Goal Setting
ENI802A Evaluate coaching needs and interventions
The unit develops the knowledge and skills required to assess and evaluate coaching needs and the efficacy of the coaching intervention.
This unit addresses the following advanced coaching skills, knowledge and capabilities:
- Professional coach practice and standards
- Determination of coaching needs
- Establishing the coaching agreement
- Advanced skills and practices
- Advanced coaching tools
- Evaluating the outcomes of coaching
The unit is designed to assist coaches to develop the professional skills and approaches used within today's coaching profession as defined by the International Coaching Federation.
- Understanding coaching needs and determining the most appropriate interventions:
- Performance remediation
- Distinctions between coaching, consulting, psychotherapy and other support professions
- Ethics and professional practice
- Establishing the coaching agreement and success measures
- Advanced Coaching Tools:
- 360 degree
- Genos Emotional Intelligence 360
- Harrison Assessments
- and other assessment tools
- Executive coaching case studies
- Managing the coachee relationship: Progress and accountability
- Advanced Coaching Skills development:
- Cognitive Behavioural Coaching
- Positive Psychology
- NLP Approach to Coaching
- Determining the efficacy of the coaching intervention
- Continuing professional development
Participants receive 2 units credit towards the Graduate Certificate in Business or the Graduate Certificate in Organisational Coaching. Need more information about this program? Click here.
The Executive Coach Program has been designed to meet the needs of professionals who may seek accreditation with the International Coach Federation (ICF) which is the premium international professional body for coaches.
This program has been approved with 90 coaching hours to meet the Approved Coach Specific Training Hours (ACSTH) requirements of the ICF.
The Executive Coach Program constitutes two of the four units required for the Graduate Certificate in Organisational Coaching which has been approved with 135 coaching hours by the ICF.
ACSTH programs are approved by the ICF because they align with the ICF Core Competencies and ICF Code of Ethics and count toward the coach training requirements of ICF certification.
The program has been specifically written to meet the ICF Core Competencies and Code of Ethics.
Our Courses Include
- Participant course training manual
- Morning tea, lunch and afternoon tea
- Access to learning advisors to discuss further study options.
To book an appointment please call 1800 633 560
- Convenient Central Melbourne location
Want to know more?
If you want to know more about this program, you can contact us on 1800 633 560 or fill in your details below and we'll call you back.
We can assist by providing you with:
- Answers to your questions about the program
- Registration over the phone
- Tax invoice for company funded training
Fields marked with an * are mandatory.
One of the primary challenges of the 21st century business leader in these complex and turbulent times is to sustain organisational performance through the growth and development of others - to access the discretional effort of the workforce through inspiration, engagement and empowerment. This is where executive coaching comes into its own.
Coaching is one of the principal tools modern organisations have for developing their people. It provides the necessary reflective processes and feedback mechanisms for self-improvement through solution focus, reorientation (of paradigms and belief systems) and behavioural modification. Executive coaching is now routinely used with executive leaders, business management teams and individuals to improve capability, productivity, performance and leadership skills in general, and to enable transformational change.
When discussing the role of “coaching” within the organisational context, four questions are often asked: What is coaching? (as opposed to mentoring, psychological assessment, leadership and so on) and Is coaching effective?
What is coaching?
A coach is a skilled professional who creates a safe and trusting environment and helps others develop and improve their self-awareness, knowledge and capabilities towards a specific goal or end. Coaching is the psychological framework, process, toolset and discipline which enables this to happen.
Travis Kemp (one of Australia’s leading executive coaches and leadership development facilitators, and is the managing director and lead psychologist of The Teleran Group Pty Ltd) an Australian psychologist and coaching researcher, defines coaching as: “both a process and a relationship through which a trained practitioner facilitates changes in their clients’ thinking, behaviour and/or performance via self-directed and experiential methods which supports their achievement of stated objectives. Coaching is a learning and development methodology focused on the enhancement of life experience, work performance and wellbeing for individuals, groups and organisations with no clinically significant mental health issues or abnormal levels of distress”
Coaching differs from other forms of personal and organisational intervention in a number of ways. Importantly executive coaching is personally focused and centred on the belief that the individual (or group) has the answers within, and the executive coach merely (albeit skilfully) facilitates the necessary questioning and reflection to release these solutions.
The executive coach acts as a trusted facilitator who delivers pertinent, accurate and timely feedback to challenge an individual or team to adopt new ways of thinking or new behaviours, while holding the coachees accountable for their actions and commitments through individual assessment and guidance. Coaches create the atmosphere and safe space in which a deep and meaningful dialogue can take place and feedback can be readily accepted. The executive coach asks those questions we really should be asking ourselves all the time – holding up a mirror so that we can see ourselves more clearly.
Mentors and managers on the other hand are more subject-experts and teachers who can assist individuals learn hard skills and suggest solutions to the problems they face.
The ultimate goal of coaching and the coach-coachee relationship is to enable people to learn more about themselves and to help them change their own behaviours, as required.
Why use a qualified coach?
Coaching succeeds where other forms of organisational intervention fail, but having said that, executive coaching is best used as one element in a comprehensive and holistic package of organisational development techniques for personal advancement, learning and leadership development, cultural renewal and organisational transformation. Fully qualified external and internal executive coaches have become integral to the success of organisations in the 21st century, with many businesses relying on the coaching mindset and methodology to maintain and promote organisational vision, values and culture.
As a corollary to this is the question: “Why become a Coach?” (- be it external or internal). Coaching is a fulfilling and satisfying role for those people who wish to help others develop and succeed. Executive coaching is now also seen as a profession in itself (ie; external executive coaching); as a pathway for organisational advancement and in many businesses as an essential competency requirement in the toolbox of all leaders, throughout the organisation.
Are there different types of coaching?
The briefest answer is “Yes”.
Coaching comes in many forms mainly differentiated by the purpose the coach fulfils. The tools, techniques and mechanisms used however, remain substantially unchanged. The most common forms of coaching include: sporting coaches, life or spiritual coaches, specialist weight-loss coaches etc., and in the business field: executive coaches, leadership coaches, team coaches and management coaches.
Management coaching is essentially different to leadership coaching - generally focusing on those aspects of management related to the specific roles managers play. In particular those to do with communication, delegation, performance, conflict handling and decision-making. This coaching can be corrective, finding ways to overcome behaviours which may interfere with the productive output of the individual, team or company. Leadership and executive coaching on the other hand is almost entirely developmental and involves the “inner work” (personal mastery, emotional intelligence, resonance, relationship building) of the aspiring leader.
Is coaching effective? Does it work?
All forms of coaching are to some extent effective if used for the right purposes and by well-trained facilitators. Coaching is particularly useful and cost effective when applied to personal development, organisational learning and cultural transformation. From a global perspective, many medium to large organisations have a dedicated coaching training budget and track expenditure against organisational performance metrics. These companies have discovered that coaching provides exceptional return-on-investment and its efficacy is unchallenged.
Bernadette Crompton PhD, PCC
Bernadette is a professional coach, counsellor, trainer, and experienced university lecturer. With a love of learning and sharing knowledge, Bernadette is a Professional Certified Coach with the ICF and holds a PhD in Business Coaching and Mentoring, an MBA, and a Masters in Human Services Counselling.
In her private coaching practice, Bernadette draws on her background as a corporate executive, management consultant, pastoral carer, and small business owner to work with executives, business owners, entrepreneurs, and individuals in transition. Creative, insightful, and practical, Bernadette acts as a catalyst for success so that clients’ self-confidence increases, actions become clear and focussed, and professional and personal growth flourishes.
Karen Tweedie PCC
Karen is a leadership coach with almost 2,000 hours working in the Corporate, Government and Educational sectors. She coaches CEOs, MDs, Senior Executives, and those aspiring to senior roles. Karen's takes a systemic approach to leadership coaching, seeing the leader's role in terms of the broader organizational system
She is one of the pioneers of the International Coach Federation (ICF) in Australia and was Global President in 2009. She has been a coach educator, supervisor and author on coaching matters since 1996. In 2011 she contributed an article on Issues of Gender in Coaching to The Handbook of Knowledge-Based Coaching published by Jossey-Bass. She was also a member of the committee that produced the Australian Standards Oganization's Handbook of Coaching in Organisations (HB 322 - 2011).
"Some semblance of order has come into the coaching industry with training offered at a higher and more credible level, such as Swinburne University of Technology’s Graduate Certificate in Organisational Coaching"
Leo D’Angelo Fisher| BRW