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"The purpose
of coaching is to produce behavioral change and
growth in the coachee for the economic benefit of
the client. However, barriers for entry into
coaching are nonexistent, with many executive
coaches knowing little about business and coaching.
The best way to maximize the likelihood of good
results is to qualify all the people involved."
- Harvard
Business Report.
ICC
-is a Workplace Coaching Industry Group:
The
group is comprised of organizations, providers and
practitioners across the global professional coaching
industry. The aim of the ICC is to provide the growing
number of client-users and organizational coaching practitioners a
means to validate their practice and be
at the forefront of the learning developments in
professional workplace coaching. The ICC works to fulfil its mission by
ensuring its members are trained in human
behavior, change and development best industry-based
practices.
The coaching industry has reached an important stage
in its maturation. This maturation is being driven
by the below interrelated forces:
(1) the accumulation of coaching experience by
professional coaches;
(2) the increasing entry of experienced
professionals into coaching from a wide variety of
prior commercial and not-for-profit backgrounds;
(3) the coaching education of management and
Human Resource professionals;
(4) an increasing awareness among coaches of
the need to ground their practice in a solid
theoretical understanding and empirically tested
models, rather than the standardised implementation
of “one size fits all” proprietary coaching
systems; and
(5) a growing disenchantment with the
pseudo-credentialing mills.
In response to these forces we are seeing an
increased demand for both industry-based and evidence-based coaching
practice and coaching-related research.
-Some of the key trends in the professional
coaching industry today are:
(a) the need for coaching by qualified coaches
trained in proven behavioral-based methodologies and
practices;
(b) coaches employing psychological-based
mechanisms and processes to achieve sustainable
and measurable human and organisational change,
and
(c) the lack of formal educational literature for
the professional coach.
(d) the growing number of academic courses grounded
in a theoretical approach delivered by
non-practising coaches
(e) a movement towards a scientist-practitioner
model of coach training and practice.
(f) the gradual recognition of coaching as
a cross-disciplinary profession.
Many people call themselves coaches, and their
education may range from a on-line course to a
doctoral degree from a major research university. Many
associations “certify” coaches although the
worth and meaning of many of these
certification efforts is not clear. That said, to
date, professional coaches have rejected
the idea of international or national occupational
standards that require measurement against statements
of competence and assume a deficit approach to current
practice. Professional standard frameworks are
owned by the
profession that develops them and implements them.
Assessing the knowledge, skills, resources and
abilities of a coach is of critical
importance to a prospective client-user. For
example; many inexperienced coaches rely heavily on
assessment instruments as the foundation of their
approach to coaching. Unfortunately, some very
popular and easily accessible instruments have
little or no data to demonstrate their value or
their usefulness. We encourage prospective
clients to ask questions to determine if the coach
can separate the pseudo-scientific, faddish and
trendy tools from truly useful, valid and
reliable tools. Additionally, we also
encourage clients to find out what valid assessment
instruments the coach may use since many are only
available to coaches trained and mentored by a
facilitator who is also a licensed clinical psychologist.
The
main success factor in any personal or collective
organizational change initiative, new business
or process or the creation of new
structures or teams, is the effective long-term
change of people’s behaviors. Professional coaches
want to know about how to best locate, assess,
measure and change the specific person
behavioral variables that affect a
coachee's specific area of development and
performance. Organizations have
found that the most effective coaches are
highly experienced professionals who are well
educated in the areas of human behavior, change
and development.
ICC's Educational
Partner:
The Behavioral Coaching Institute (BCI) is an
international educational and research institution
founded in 1995 that is focused exclusively on the continuous
development of the coaching model to
achieve sustainable personal and organizational
change and learning. The Institute is
recognized across the globe for the depth and
quality of its
industry-based courses, coaching technology and
publications.
BCI is consistently
ranked the top provider of organizational and
business coaching education in the world. The
Institute,
(Dr
Suzanne Skiffington -Founding Director of Education),
has
produced over 1,500 graduates
from over 50 countries
via its
industry-recognized elite Master Coach
certification program and has published scores
of articles on coaching, including international
best-selling text books (printed in multiple
languages) through its alliance with McGraw-Hill
International.
"No
other credential in the world of professional organizational
coaching carries the value and industry-recognition of certification
by Dr Skiffington. Those who hold it have honed their
practitioner
skills
through rigorous, personalized study and follow-on,
mentored/supervised
application and mastery of
the advanced-level
skills
in real-time."
-Centre
for International Education 2007
BCI has a
growing global network of campuses in North
America, Europe and Asia. The regional
campuses provide custom courses and coaching
technology to address the development
needs of individual practitioners and
multinational companies, regional organisations,
governments, government-linked agencies,
non-profit agencies and small business.
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How
to join the ICC:
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The
Institute's extensive expertise, experience
and research and development in the
behavioral sciences and leadership areas has
provided our members with industry-proven
behavioral coaching methodologies and tools for use
in a new or established coaching practice or business/organizational
coaching programs that cannot be obtained
anywhere else. This critical gap in knowledge and
resources is an important way for our members
to distance themselves from the rest of the
marketplace.
All graduates of the Institute's
industry-recognized Certified Master Coach
course automatically gain membership to the ICC.
To learn more about the Master Coach Course -simply
visit the Institute's Graduate School
of Master Coaches or their accredited
educational partners.
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-Whether
you are looking
Regional campuses..
In your
office:
Small Group
of in-house associates -tailored course -exclusively working on your
needs 
International Coaching Council™
.