About the Program
After working with many mentees over the years, I have found the best approach is to customize your ICF Mentor Coaching program based upon your desired outcome and your experience as an Executive Coach. Usually there are two types of clients:
- For the mentee who is new to executive coaching or seeking their initial Associate Certified Coach credentials (ACSTH or Portfolio Paths only) via the ICF, we work together for six 90-minute sessions. Two of the sessions are dedicated to reviewing two of your coaching sessions via video or audio recordings, or transcripts. The remaining four sessions include mandatory topics according to the ICF credentialing protocols and your learning needs. You are welcome to use Program Subject Areas below as your thought guide. I offer one extra complimentary session after you complete the initial six sessions solely to focus on developing your practice (Subject 6 below).
- For the mentee who is more experienced and just wants to sharpen their executive coaching skills, or if you are renewing your ACC credentials, or initially obtaining your PCC (PCC ACSTH and Portfolio Paths only) via the ICF, we work together for six 90-minute sessions to address your learning needs; again, you are welcome to explore the Program Subject Areas below as a thought guide. Please note PCC candidates (ACSTH or Portfolio only) must set aside two of our sessions to review two of your coaching session (see above).
As your mentor coach, I will work with you over the course of three to six months. If you need a faster pace for your own ICF credentialing, let me know. I work with clients individually and offer two different pricing options, with a discount for sessions paid in advance.
Program Subject Areas and Thought Guide
Subject 1 – Core Competencies/Characteristics of Great Executive Coaches
• Psychological acumen
• Business acumen
• Integrates a diversity of data into the experience
• Develops organizational knowledge – culture and values –
real vs. desired
• Integrates coaching with the sponsor and HR
• Selects the right assessments and explains why
• Uses the ICF Core Competencies (revised 2020 version)
• Assertive, and builds trust rapidly
• Focuses on what the client needs to move ahead
• Engages in continuous learning – moving from good to great coaching
Subject 2 – The Philosophy of Executive Coaching
• Prioritizing what the client needs
• Telling, selling, teaching, consulting, mentoring, and questioning
• Giving tough feedback
• Executive coaching and your executive presence
• Coaching to the client’s business goals
• Managing the problem supervisor relationship
• Managing vs. leading: knowing the difference and how to coach the difference
Subject 3 – Structure the Engagement
• Phases of engagement
• Sessions, timing and handling cancellations
• Awareness vs. behavior change
• Importance of collateral interviews
• Initial assessments – awareness is not enough, it’s the tools and take-aways
• Carefully managing the 360 process i.e. set up, feedback, and supervisor debriefing
• Supervisor check-ins from beginning to end
• Email follow-up; for you and for them
• Closing with Coaching Engagement Summary
• Six- and twelve-month check-ins (comparison 360)
Subject 4 – Chemistry Meeting with Client and Supervisor
• Alignment with HR and supervisor; exploring desired outcomes and goals
• Confidentiality – what, when and why
• 360 assessment – to be used and shared with supervisor (maybe HR)
• Setting expectations (overall structure, homework, goals setting; supervisor’s role; etc.)
Subject 5 – Techniques and Tactics to Reinforce the Learning – Client homework is not optional
• Contextual assessments; structured interviews
• Transition interviews
• Structuring feedback groups
• Exercises/Homework/Fieldwork: SBL, Manager to Leader
• HBR/ MIT Sloan/McKinsey & Co./MindTools – use researched articles from experts
• Team exercises: Love/Abhor; DISC; Strengths Grid
• Storytelling
• Client/Supervisor 360 discussions
• Bringing in “strategic” initiatives: EE, employee development (9 Box)
• Reflection exercise for your client and feedback for you
• Structured close after intensive phase
• Coaching Engagement Summary; five goals with action steps
Subject 6 – Marketing Yourself and Building Your Practice
• It’s executive coaching, not coaching; reinforce your brand
• Explaining the intersection of executive coaching, consulting and therapy
• Three primary uses of executive coaching: developmental, remedial, and transitional
• The derailing executive may be your first client
• Large sponsors vs. once and done
• Private clients vs. company sponsored coaching
• Targeted pro-bono coaching
• University partnerships – EMBA, Exec Ed, etc.
• Develop an HR Leader MasterMind Group
• Most clients are not C Level
• Networking and visibility in the community
• Informational interviews with prospective companies
• Speaking engagements
• Web presence and social media
• Client testimonials and referrals
About the Mentor
I bring over two decades of executive level leadership and experience to my executive coaching clients in the New Orleans and Baton Rouge metro areas. My experience is principally in health care administration as a hospital CEO or Division President. In 2009, I started a new journey to become an Executive Coach. I’ve built a successful coaching business and loyal clientele over the last nine years as a PCC credentialed coach. My corporate sponsors see me as an integral part of their talent development, succession planning, and achieving revenue and profit growth. My revenue as an Executive Coach is in the top five percent of coaches in the world. Learn more here.