About CEC

About Centre for Executive Coaching (CEC)

“In the 1950s management thinker Peter Drucker coined the term “knowledge worker” to describe a newly emerging cohort among the white-collar ranks; today most professionals fall into this category. Because they require (and desire) little or no direct supervision and often know more about their tasks than their managers do, knowledge workers usually respond well to coaching. Unlike directive, top-down management, coaching allows them to make the most of their expertise while compelling them to stretch and grow. As their manager, you set the overall direction for them—but you let them figure out how best to get there”.

Harvard Business Review (HBR) Guide to Coaching Your Employees (2013)

CEE in collaboration with Executive Development Associates (EDA) offers a suite of Executive Coaching Solutions for senior executives and high-potential individuals at any level in the organisation aiming for their first or the next leadership role.

The Centre for Executive Coaching (CEC), a division of CEE, delivers recognised certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organisations.

The word ‘coaching’ comes from the Hungarian word ‘kocs’, a town where closed four-wheeled horse-drawn carriages were built. Coach was used as the name of the driver as well as the waggon, where it eventually became a symbol for taking people from one place to another.

Over 50 years ago, no one talked about executive coaching. Twenty years ago, coaching was mainly directed at talented but abrasive executives who were likely to be fired if something didn’t change. Today, coaching is a popular and potent solution for ensuring top performance from an organisation’s most critical talent.

Almost half the coaches surveyed in a 2009 Harvard Business Review (HBR) study reported that they are hired primarily to work with executives on the positive side of coaching – developing high-potential talent and facilitating a transition in or up. Many leaders said that they are mostly being called in to act as a sounding board on organisational dynamics or strategic matters. Relatively few coaches said that organisations mostly hire them to address a derailing behaviour. Hence the role of an Executive Coach is a strategic one which will impact and influence the sustainability of an organisation by developing its future leaders whom will drive their organisations to success.

Professional Coach Training Program (PCTP)

CEC’s Certified “Professional Coach Training Programme” (PCTP) consists of 3 Phases which illustrates that the development of a Coach is a journey and not a destination or with a specific duration of time. In between the Phases, participants will be involved in “Peer to Peer Coaching” and support one another through a Community of Practice (CoP) of Coaches.

In this highly intensive and experiential PCTP program, participants will be provided with a comprehensive and holistic approach to developing their professional coaching competency based on insights from quantitative research and best practices. From these best practices, and their own coaching challenges, participants will learn and experience the core elements effective professional coaches need to embrace, demonstrate and embody, as they coach their clients (coachees) to success.

The PCTP is certified by the International Professional Managers Association (IPMA), an international an International Examining, Licensing and Regulatory Professional body formed for the purpose of providing practicing managers with the opportunity to participate and to be part of the process of improving managerial performance and effectiveness in all areas of business, industry and public administration.

CEC is also pleased to partner with Coaching Lighthouse to provide ICF accredited coach training programs for Managers and Leaders to foster People development, engagement and high performance at all levels. The modular design of the programs ensure that all in-house training program from the basic to the advanced is part of the ICF Accredited Coach Training Program: ‘Artistry of Coaching’ and provide a progressive pathway to ICF Associate Certified Coach/Professional Certified Coach credentials.

Based in Bangalore, India, Coaching Lighthouse’s esteemed client organizations includes Deloitte, SAP, Johnson & Johnson, Philips, Sun Pharma, Asian Paints, JK Group, and World Bank.

For further information on the CEC PCTP Programme, please email us at enquiry@cee-global.com.

Being a Professional Executive Coach

“In the seventeenth century, the French statesman Cardinal Richelieu relied heavily on the advice of Father François Leclerc du Tremblay, known as France’s éminence grise for his grey monk’s habit. Like the famous cardinal, today’s business leaders have their grey eminences. But these advisers aren’t monks bound by a vow of poverty. They’re usually called executive coaches and they can earn up to US$3,500 an hour.”

Diane Coutu and Carol Kauffman

What Can Coaches Do For You?

Harvard Business Review, January 2009 Issue

To understand what they do to merit that money, Harvard Business Review (HBR) conducted a survey of 140 leading coaches and invited five experts to comment on the findings. It seems that the commentators have conflicting views about where the field is going—and ought to go—reflecting the contradictions that surfaced among the respondents. Commentators and coaches alike felt that the bar needs to be raised in various areas for the industry to mature, but there was no consensus on how that could be done. They did generally agree, however, that the reasons companies engage coaches have changed. Around 10-20 years ago, most companies engaged a coach to help fix toxic behaviour at the top. Today, most coaching is about developing the capabilities of high-potential performers. As a result of this broader mission, there’s a lot more fuzziness around such issues as how coaches define the scope of engagements, how they measure and report on progress, and the credentials a company should use to select a coach.

Executive coaching is a major growth industry. Over 20,000 coaches work for businesses today, up from 2,000 in 1996. And that figure is expected to exceed 50,000 in the next 5-10 years. According to the same HBR Article, Executive Coaching is also highly profitable; employers are now willing to pay fees ranging from U$1,500 to U$15,000 a day. That’s a lot more than any psychotherapist could even dream of charging. Why are companies willing to pay so much more for their coaches?

The answer is simple: Executive coaches offer seemingly quick and easy solutions. CEOs often revealed that what they fear most about psychotherapy is not the cost in dollars but the cost in time. A coaching engagement typically lasts between 6 to 12 months. Psychotherapy, by contrast, is seen as a long-term treatment; people joke that it takes 6 months for therapist and patient just to say hello and be acquainted with each other. What’s more, therapy requires a greater time commitment than the standard 50-minute sessions; it also involves travel to and from the therapist’s office, taking, even more, time away from work.

The Leader as a Coach

Testimonials

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