Coaching is a critical skill for any leader. Our unique Coaching Academy gives leaders the ability and confidence to coach senior executives, high-performing teams and talented employees. It focuses staff development on individuals and empowers people to deliver better business outcomes and achieve growth in their leadership capabilities.

The program helps participants build their leadership coaching capability to enhance the performance of others. The program is designed for two cohorts:

  • Executives, managers and other leaders who wish to contribute to the development of a coaching culture in their workplace and deliver better business outcomes;

  • Executives and professionals who would like to transition into an executive coaching consultancy.

We equip people to become executive leadership coaches who can make a real difference. The dynamic program is delivered by our consultants who are each experienced executives and coaches. They deliver cutting edge coaching models, skills and practical know-how, so participants can build a best-practice coaching capability.

Graduates gain executive coaching certification as an Executive Central Accredited Executive Coach.

DATES AND REGISTRATION
DATES AND REGISTRATION
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Accredited Executive Coaches have graduated from Coaching Academy since 2015
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Coaching Academy was established in 2015
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Years’ experience as senior executives and business leaders within our team
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Each Coaching Academy is completed over six months, in three two-day workshops
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PROGRAM STRUCTURE AND CONTENT

The Coaching Academy program uses Executive Central’s exclusive coaching methodology, which is designed with a mix of cutting-edge research, real-world experience and application. It provides real, practical coaching skills, methods and knowledge that can be used in the workplace immediately to get results.

The resources accessed by Coaching Academy participants provide a toolkit for developing excellence in others. Using these resources and our coaching method, we enable success.

Learning Methodology:

  • Experience-based learning: Leveraging the experience of all participants and that of the facilitators
  • Large and small group discussion: Open and interactive
  • Triadic practice groups: For the safety of practice and feedback
  • Individual supervision: Regular contact with your sponsoring coach
  • Guided reading: Access to our extensive library of professional literature and practice models
  • Action learning: Following an action learning cycle to embed rapid progress
  • Remote and virtual assisted learning: Online resources and webinars
  • Recall and accountability: Holding yourself to account for your learning progress as a powerful learning modality.

Pre-program consultation

An initial phone consultation helps align participants’ understanding of needs, experience and expectations. Group workshops are then tailored to individual needs as much as possible.

OUR COACHING METHODS

Our methodology is underpinned by Executive Central’s Four Hats of Coaching Philosophy. The Four Hats of Coaching is a philosophy used only by Executive Central coaches. It is based on the Mentor, Educator, Facilitator and Consultant skill sets and tools we’ve developed over 15 years of practice.

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    COACHING ACADEMY MODULES

    This is delivered as a two-day face-to-face workshop that covers the following:

    • Models, skills, structure
    • Coaching roles:
      • Facilitator/mentor/educator/consultant
      • Reflective spaces and what the coach and coachee each bring to the interaction
    • Coaching models:
      • Skills-based
      • Performance-based
      • Developmental based
      • Remedial
      • Transitional
    • Application of evidence based theory into practise:
      • Underpinning requirements: Ethics, standards and professional behaviour
      • Confidentiality
      • Identifying and managing conflicts of interest
    • Establishing a coaching program:
      • Engage and build rapport
      • Contract the coaching boundaries: agree on the program options (full program vs sessional)
      • Assess needs
      • Identify interventions
      • Evaluate progress or success
    • Structuring a coaching session and techniques:
      • Solution-based coaching
      • Goal setting
      • Session structure
      • Reflective listening and feedback
      • Cognitive behavioural coaching
      • Micro-coaching skills
    • Working with models for personal change:
      • Trans-theoretical model of change
      • Constructing actions and follow-up

    Live Coaching: Practice and Supervision

    Participants start coaching a ‘live’ client, in an action-learning cycle. Participants use the Coaching Academy methodology with a client in a safe environment that is supported by one of our experienced Executive Central coaches. This enables participants to build on their new skills, gain confidence, and develop trust immediately in a real business context.

    This is delivered as a two-day face-to-face workshop that covers the following:

    The Art of Critical Conversations:

    • Noticing patterns in conversations
    • Moving coachees from being unaware to aware to action and change

    Bringing external knowledge and information into the conversation:

    • The importance of feedback
    • Using leadership content, frameworks and coaching intervention that works (ECG developed)
    • Executive Central Operating Styles – its application in all models of coaching
      I-WE,-YOU Leadership
    • Working with Strengths
    • Managing Time and Priorities
    • Communication
    • How do you source content when you need it?

    Participants continue to coach their ‘live client’ with support and supervision.

    Internal coach:

    • Being a third party: Not becoming the surrogate manager
    • Perception Management: Reduced confidentiality; Shared assumptions
    • Managing Politics: Knowledge of resources; personalities; Multiple reporting relationships; Blind spots and assumptions; Managing knowledge of systemic; Who owns the coaching files?
    • Getting Clients: Internal marketing; Developing a strong network; Brand development and management

    External Coach:

    • Being a Third Party: Not becoming the surrogate manager
    • Perception Management: Who has engaged you? The coachee, their manager, or Human Resources?
    • Managing Politics: Managing knowledge of systemic issues; Lack of familiarity and sensitivity to the internal dynamics
    • Getting Clients: Business development; Developing a strong network; Brand development and management

    Understanding Assessment Tools:

    • Types of 360 degree feedback tools;
      • Examples of the most common types encountered;
      • Executive Central feedback tools (which participants gain access to);
    • Other feedback options;
    • Other commonly used assessment tools.

    When and how to refer to a therapist

    Structuring a portfolio business

    • Internally
    • Externally

    The recall day held at the completion of the program and live client coaching engagement. This is usually two months after the third two-day Coaching Academy workshop. This session gives graduates the opportunity to share success stories and practice issues. Together we:

    • Celebrate success
    • Learn from our experience
    • Plan for the future
    • Provide ongoing support and development

    LIVE COACHING

    Our unique “Live Coaching” component gives participants the opportunity to work with their first coaching client, or coachee, in a supported, safe environment. This enables participants to build on their new coaching skills, gain confidence, and develop trust in a real business context immediately.

    WHAT OUR CLIENTS SAY

    Through my work with Executive Central Coaching Academy, I’ve developed my own ability to coach others and share the experience and lessons I’ve learned in my career. The skills that you require to coach — active and power listening, effective questioning, and offering feedback — are wonderful skills in our personal and professional lives.

    Violet Roumeliotis, CEO, Settlement Services International

    One of the biggest things that can make you feel somewhat ineffective as an executive and leadership coach is that you can often easily get to the root cause of someone’s challenge but not be able to help them fix it immediately. Executive Central’s Coaching Academy has given me some really practical and effective tools to use when having those conversations, so that I can actually assist people then and there and that has been the greatest benefit to me.

    Brydie Bailey, Leadership Development Specialist, RACQ

    The key takeaway for me was the practicality of Coaching Academy. Having a background in organisational psychology, I have worked with different models but didn’t find any one of them to be on the mission. However, I found all three of the Executive Central facilitators flexible in terms of their models, which gives them a much broader application.

    Babette Graham, Director of Coaching and Leadership, KPMG

    IN PARTNERSHIP WITH:

    University of Southern Queensland
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    GET CERTIFICATION AS AN EXECUTIVE COACH:

    Executive Central Accredited Executive Coach
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    PERFORMANCE GUARANTEE

    “We think that any organisation in the business of performance improvement should absolutely guarantee its own performance. We believe so strongly in the success of our work and stand so firmly by our results that we offer a full or partial service refund if clients don’t see expected returns.”

    Rob Balmer, Managing Director, Executive Central

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    Through my work with Executive Central Coaching Academy, I’ve developed my own ability to coach others and share the experience and lessons I’ve learned in my career. The skills that you require to coach — active and power listening, effective questioning, and offering feedback — are wonderful skills in our personal and professional lives.

    Violet Roumeliotis, CEO, Settlement Services International
    Executive Central’s Coaching Academy is practical and it’s real. You can employ the lessons learned from day one. You don’t have to be an executive coach per se, you can be a leader within your organisation. Coaching Academy gives you tools that you can use when working with your people and be able to say to them: ‘actually, here’s something — a concept or approach — you can use in that situation’. People can apply that approach immediately. I found that after Coaching Academy I was able to do that more effectively using the additional tools and model that I’d gained.

    Tanya Johnson, Executive Manager of Talent, Suncorp

    I came into this program with a wealth of HR experience and Coaching Academy has enabled me to actually think ‘you know what, I can help this person with more than just redirecting and questioning’. I can give them advice or I can facilitate them in some development program. So a big change for my leadership style since going through Coaching Academy is that where I saw myself primarily as a colleague to senior leaders — and I still do — I also now see my role as the HR lead in a business being to coach and mentor to that entire leadership group regularly.

    Steve Dwan, Managing Director, People Capability Partners
    One of the biggest things that can make you feel somewhat ineffective as an executive and leadership coach is that you can often easily get to the root cause of someone’s challenge but not be able to help them fix it immediately. Executive Central’s Coaching Academy has given me some really practical and effective tools to use when having those conversations, so that I can actually assist people then and there and that has been the greatest benefit to me.
    Brydie Bailey, Leadership Development Specialist, RACQ
    We’re using Executive Central Coaching Academy for leadership coaching because we want our leaders to be coaches within the organisation who can bring along the next level of leaders. Rather than saying ‘you do this my way’, we want our leaders to coach their people to get those desired results using their own strengths and skill sets. Our leadership program is also showing those future leaders a pathway, and that has worked really well for us as an organisation.
    Tony Clark, CEO, National Transport Insurance

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