How to become a Coach

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Introduction
Executive Summary
The Systematic Approach of Meta-Coaching
Module I: Coaching Essentials
Module II: Coaching Genius
Module III: Coaching Mastery – ACMC - Associated Certified Meta-Coach

 

We are often asked how a person becomes a coach, and suggest that you get some training in a reputable coaching philosophy. We recommend that you look for the coaching methodology that resonates with you.

The Methodology that we use is Meta-Coaching, and we recommend you contact our preferred Service Provider, PeopleSA Coaching · Leadership, who train people in Meta-Coaching methodology.

 

Email us to contact PeopleSA Coaching · Leadership and for more info on how to become a Meta-Coach

COACHING MASTERY
The Ultimate Coach Training - ACMC

  • A Coach Training System based in the Cognitive-Behavioural sciences and designed for taking leadership and communication skills of business leaders and managers to higher levels of performance.
  • One of a very few systematic approaches to coaching having Self Actualization Psychology at its core
  • A Benchmarked competency-based Training System designed to identify and close the knowing-doing gap to accelerate the knowledge transfer. e.g. from training to the workplace.
  • A Training in Systems Thinking designed to manage the complexity and speed of change in today's marketplace and enabling individuals and organizations to rise up to the level of working with human systems.
  • A Transformational change training system model based on how high achievers change by using continuous learning as they keep taking their performances to higher levels.
  • A Holistic training system of work/life balance designed to get the best knowledge and information from workers, leaders, managers, and whose asset to the organization lies in their creativity, innovative ideas, and personal enjoyment as they take ownership of their work.
  • A coaching methodology that transcends traditional Performance Coaching as it includes Developmental and Transformational Coaching, which is why we call it meta, or higher, Coaching.

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EXECUTIVE SUMMARY

The Meta-Coach Training System® is one of the very few systematic approaches to coaching having Self Actualization Psychology at its core. As one of the leading international systems, it is one of the few that is based in the Cognitive Behavioral Sciences, to be able to answer the question for any individual, parent, leader, manager, or coach, "How do I know what to do when, with whom, and why?"

The models of Meta- Coaching provide multiple and redundant ways of answering these questions. Individuals, leaders and managers can feel confident in working with people, delegating, grooming the next generation of leaders, handling problems while they are still small and manageable, creating high performing teams, and getting the very best from their people.

The Meta-Coach Training System® offers a thorough process around key success factors in life and in business today: communication effectiveness, empowering people for ownership and responsibility, transferring knowledge and closing the knowing-doing gap, eliminating interferes and sabotages, aligning attention with intention for more focus and "flow" experiences, giving and receiving high quality feedback for continuous improvement, detecting and setting the most empowering frames for individuals, in leading an organization or team, in facilitating creative and generative change so as to keep the creative idea generators challenged, and using coaching as a management methodology for grooming people for higher levels of responsibility and leadership.

Coaching has moved beyond the phase of being a fad. The field of Coaching itself is now growing up and maturing and becoming more than just "a grab bag of tricks." To further this, Meta-Coaching has been leading the way in providing solid well-grounded models for communicating, change, implementation, benchmarking intangibles, actualizing the best in people, and working systemically with people. Because organizational assets have changed from being based in property and machinery to knowledge, information, creativity, and networking of people, knowledge workers provide a completely new challenge: how to keep them engaged, committed, focused, proactive, taking ownership, working well together, and challenged.

If an organization's assets walk out every day at 5 pm, then the management process of command-and-control will no longer work long-term. That's because creative workers and leaders want work that's meaningful, challenging, and enjoyable. They want work that they can take pride in, that actualizes their best skills, that invites them to learn, to move to the next step in their own development, and that enables them to live a balanced life. This is where coaching comes in.

Coaching is a special kind of conversation, a fierce conversion that gets to the heart of things very quickly, works structurally to identify the leverage points for change, learning, and transformation, and that facilitates unleashing new potentials as it mobilizes new resources and frames of mind. As a powerful tool for self-development and transformation, it is the Rolls Royce of communicating, managing, and leading. Using coaching for this enables us to "get the right people on the bus and the wrong people off" (Jim Collins, 'Good to Great')

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The Systematic Approach of Meta-Coaching

In developing the Meta-Coach Training System we took into account the dynamic complexity of people and relied upon critical variables and principles from several psychologies. We began by asking: What is Coaching? What's involved in the fierce conversation of coaching? We answered that by identifying 7 things that defines and describe the heart and soul of coaching.

Coaching is -

  1. A conversation, a dialogue that gets to the heart of things.
  2. A self-reflective mindfulness, an awareness of our assumptions and the thoughts "in the back of our mind" that influence our responses, skills, and emotions, otherwise known as "emotional intelligence."
  3. The facilitating of change, enabling new learning, performance, development, even transformation of vision and mission.
  4. The implementing of what we know, closing the knowing-doing gap, transferring principles and concepts so they make a difference in practice.
  5. Working systemically with a person's mind-body-emotion system within the contexts of business, career, relationships, health, etc.
  6. Mobilizing resources to unleash new possibilities so the client actualizes his or her best strengths, potentials, and capabilities.
  7. Working within or on business to plan and execute vision and mission or on one's professional development.

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Contact us to book your place and for a brochure and more details about the above coach skills training.

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Dates and Modules of the Meta-Coach System

 

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Training Dates:


Module 1 - Coaching Essentials - Feb, May or Aug 2010
Module 2 - Coaching Genius - Mar, Jun or Oct 2010
Module 3 - Coaching Mastery - Nov 29th–5th 2010

Meta-Coach Training - Benefits

Email us for a pdf about the Meta-Coach Training System, including the benefits of what the Meta-Coach training process does.

The Meta-Coaching® Models

Coaching Meta-Coaching Models Psychologies
Communication The NLP Communication Model Cognitive-Behavioral
Meta-Communication The Meta-States Model Cognitive, Reflexivity, Meta-Cognitive
Change and Learning The Axes of Change model Gestalt Psychology
Implementation The Benchmarking Model Cognitive and Sports Psychology
Systems The Matrix Model Developmental Psychology
Self-Actualization The Matrix of Self-Actualization Systems The Self-Actualization Quadrants Self-Actualization Existential psychology.
Business The Matrix Professional Development Plan Organizational psychology

Other Trainings Available: