Business Coaching Certification Training
IMPROVE YOUR COACHING AND MENTORING SKILLS NOW
- In Business Coaching Certification Training, you will learn to challenge and develop their employees’ skills and abilities to achieve the best performance results to make them more valuable to your organization and to show them you care about their professional development.
- Learn from a professional with 30+ years business experience.
- Different versions available to meet your specific needs.
- Four ways to learn: public class, webinar, self-study, or on-site training.
- Public class and webinar limited to four students for maximum learning.
- Certificate issued on completion.
- Cost: One day class $649.00. Available Discounts.
- Public class and webinar schedule is in the right column.
How do you become a business coach?
Despite the tremendous effort organizations dedicate towards talent acquisition, many find their key position employees fail to grow with the company. Today, organizations are turning to mentoring and coaching programs offered by the Academy of Business Training to foster talent. These programs harness the benefit of internal resources to educate others, which saves money, time, and increases overall employee satisfaction.
Do you have to be certified to be a business coach?
No, but training and certification from the Academy of Business Training will help you will learn to challenge and develop your company’s human resources’ skills and abilities to achieve the best performance results to make them more valuable to your organization and to show them the organization cares about their professional development.
How Does One Define Coaching Training?
Coaching human resources is about creating a shared understanding of what needs to be done and how to do it. Unlike sports, the coach doesn’t take an authoritarian approach but instead looks to collaborate with the employee to identify, target, and plan for better performance. A coach enables an individual to get the best out of themselves – the potential for which was already within them.
There are two types of career coaches: a professional external coach or an internal coach.
Employee coaching increasingly delivers tangible and targeted learning. The performance and development goals set over brief periods help the high potential person develop through the various phases of their career progression.
If This Is How One Defines Coaching, Then What Is Mentoring?
Most of the talent programs will also employ mentoring as a balancing learning method with coaching. Mentoring refers to an incredibly powerful tool for employees who wish to grow and learn within an organization. Moving or transitioning into a new role, building confidence to develop their career further, taking on new responsibilities, or working in a new environment are all easier with a mentor to support you. There are different levels of mentoring, extending from sponsor to non-directive mentoring.
In a non-directive model, the business mentor acts as a sounding board, a catalyst for the employee’s learning, and possibly a role model. Mentoring is used most frequently to help people transition through stages of their career. It is vital as a tool to support individuals who are being accelerated or fast-tracked into more senior leadership roles. Predominantly, it can focus on developing the person as a whole and has a wider-angled lens than coaching.
Coaching Vs. Mentoring Programs
- Shorter term: week or month
- One-way: coach to employee
- Suitable for specific skill development, for example, management training and other job-related skills
- Good for improvement of performance in areas, for instance, diversity training
- Longer term: months, years
- Multiple ways: junior to senior, senior to junior, peer-to-peer,
- Suitable for whole-person development, for instance, overall career development or high potential employee development
- Useful for knowledge sharing and role modeling between employees
The Significance of Employee Coaching and Mentoring
Mentoring and coaching involve pairing experienced professionals with individuals who need help with adjusting to the culture and environment of the workplace. These can comprise of pairing a mentor with new employees to help them adapt to the company culture and get off to a good start. Coaching often comes into play when a current employee or new employee requires personal guidance on specific job processes, duties, or responsibilities. Small businesses can use coaching and mentoring skills to help develop employees for management positions.
What Benefits Can You Gain Through Employee Coaching and Mentoring?
On an organizational level, mentoring and coaching can provide a host of benefits and can help foster loyalty to your organization. When experienced professionals help provide opportunities for and mold the career of mentees, these candidates may feel a greater sense of commitment and connection to the company. Coaching enables an employee to feel comfortable with management. It encourages open communication, ensuring a positive work experience, enabling the company to save money instead of continual recruitment and training of replacement human resources.
Learning from the knowledge and expertise of experienced professionals can help younger, less experienced candidates excel in company procedures and best practices. Coaching results in increased efficiency across the company and mentoring can help guide an employee along his/her career path, making him/her well-versed in the organization’s expectations. Coaching enables individuals to positively resolve concerns and issues within the boundaries of a confidential and trusted relationship, helping diminish frustrations on a personal level, and augment the job satisfaction of the individual, benefiting the entire organization.
Apart from developing employees, mentoring and coaching can improve the function of the department, team, and the entire organization. Mentoring and coaching enable managers to recognize the strengths and weaknesses of each person allowing the company to capitalize on the current personnel to keep the whole team functioning smoothly when an employee requests a vacation or takes a sick day.
Is mentoring and coaching just for junior or new employees?
Coaching and mentoring is a valuable aid for helping staff to develop new skills or enhance current skills while increasing their confidence, as well. It doesn’t matter at what proficiency level an employee is; there’s always something they can learn.
You might be thinking only recruits need leadership coaching —but what about when one of your senior managers needs to learn how to handle that smart piece of new technology? It might be the latest gadget, or it could be a piece of software like Quickbooks. Managers are senior resources, but seniority does not give them the knowledge for using some emerging technology.
To some, it does sound cliched, but everyone in your organization still has things to learn and who better to train them than a trained mentor or coach?
Coaching and Mentoring Are Learned Skills
No one is a born coach or mentor. Coaches and mentors need to learn to challenge and develop their employees’ skills and abilities to achieve the best performance results to make them more valuable to your organization and to show them you care about their professional development. Coaches and mentors need to learn how to motivate, set goals, develop trust, and provide feedback to name a few.
Great companies mix coaching and mentoring to create efficient and robust teams while identifying the next generation of company leaders. Allowing employees to succeed at what they do and move along a career path helps organizations recruit and maintain top talent. When mentoring and coaching is not a substantial segment of the human resources development model for an organization, they tend to leave the company in search of other opportunities for success and growth. Turnover is a burden on any organization, which is why the coaching model is so popular.
Business Coaching Certification Training Outline
Module One: Motivation Theories
Using Reinforcement Theory
Using Expectancy Theory
Personality’s Role in Motivation
A Personal Toolbox
Motivation on the Job
Addressing Specific Morale Issues
Module Two: Setting Goals
Introducing the G.R.O.W. Model
Setting SMART Goals
Goals and Motivation
Evaluating and Adapting
Module Three: Understanding the
Getting a Picture of Where You Are
Exploring the Past
Module Four: Developing Options
Choosing Your Final Approach
Structuring a Plan
Module Five: Wrapping it All Up
Creating the Final Plan
Identifying the First Step
Module Six: The Importance of Trust
What is Trust?
Trust and Coaching
Module Seven: Providing Feedback
The Feedback Sandwich
Encouraging Growth and Development
360 Degree Feedback
Module Eight: Overcoming
Focusing on Progress
Module Nine: Reaching the End
How to Know When You’ve Achieved Success
Transitioning the Coachee
Wrapping it All Up
Module Ten: Training and Mentoring
The Basic Differences
Blending the Two Models
Adapting the GROW Model for Mentoring
Focusing on the Relationship
Business Coaching Certification Training Description
You are in your office looking over the performance report, and it happened again. Your low performing employee failed to meet quota this month even after you spoke with him/her about the importance of meeting goals. This employee has a great attitude, and you know they can do better. You do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled, and you know being frustrated makes matters worse. What do you do?
The Coaching and Mentoring class focuses on how to coach your employees to higher performance. Coaching is a process of relationship building and setting goals. How well you coach is related directly to how well you can foster a great working relationship with your employees through understanding them and strategic goal setting.
Overwhelmed and don’t know where to start?
If you are experiencing problems with any of the following, we can help:
- unprecedented growth
- supply chain issues
- cash management issues
- introduction of new technologies
- development of a company mission statement or S&OP
- poor customer service
- poor internal training development
- declining or stagnant sales
- high employee turn-over
- no accountability for managers
Our account managers can work with you to improve the performance of your workforce in two ways:
- Our account managers can help you put together a comprehensive employee training program proven to be one of the best returns on investment there is.
- A business consultant to provide expert advice in a particular area such as management and leadership, accountancy, human resources, customer service, finance, or supply chain management.
Business Coaching Certification Training Public Class and Webinar Schedule
Friday, February 7, 2020
Monday, March 16, 2020
Thursday, April 9, 2020
Monday, May 18. 2020
Friday, June 26, 2020
Scheduled dates don’t work for you? Schedule your own start date (subject to availability). Contact customer service to check date availability at email@example.com.
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Each Student Receives:
- A student manual or textbook for use during and after the class.
- Instruction from an experienced business professional (minimum of 30 years) with at least five years in a corporate senior management position (CEO, President, COO, Vice President, CFO).
- Real life exercises to support training materials.
- Individual attention (classes are limited to four students).
- Personalized Certificate of Completion.