Executive Coaching Making Your EAP Indispensable Jason Sackett, LCSW, PCC, CEAP Center for Work and Family Life University of Southern California

Learning Objectives Differentiate coaching from other services Understand value/ security benefits to your EAP Describe coach credentialing options

Attractive Elements to Coaching Start immediately Clinical background a great foundation Lower stigma, more accessible People WANT it! Unlimited potential clients Suitable for virtual delivery Can produce dramatic results quickly Complements and enhances clinical work

Client Prerequisites for Coaching Fundamentally whole Ample strengths Capable of designing own agenda/actions Can be trusted to be the experts of their lives Growth-oriented Non-remedial

Coaching can engage under-served / high-value employees New or emerging leaders Faculty Physicians Managed care can’t compete!

Coaching Efforts Are Paying Off In total coaching cases, 48 cases from 2014-15 remained active into following reporting year All MD cases, 6 years prior to coaching = 23

Facilitator Broadly, a Coach is a… Thinking partner Accountability manager/ cheerleader

What Does Coaching Look Like? Robust interview /collaborative partnership in which coach facilitates exploration and awareness to support action toward a desired outcome Identification of values and strengths Discovery of untapped resources, blind spots, derailers Overcoming obstacles, maximizing potential, and holding accountable to realize goals Client ultimately sets agenda, responsible for all outcomes

What Does Coaching Look Like? (Facilitation of Discovery) Client awareness Setting/ refining goals congruent with core values/ motivations Designing actions Increased ownership, empowerment, commitment, follow-through

What Does Coaching Look Like? (Mechanics of Coaching) Coach and client co-create goals/ desired outcomes Coach explores, facilitates awareness Coaching presence Active listening Powerful questioning Reflective observations Coach promotes explicit, intentional, measurable plan Coach provides accountability to sustain commitment

Coaching for Boosting Performance Decision making Enhanced or sustained performance Time management Enhanced relationships Leveraging strengths Work-life balance

Coaching for Development Leadership development Developing communication skills Professionalism / Emotional Intelligence 12% of coaching clients seek coaching to avoid job jeopardy

Use of Assessment Tools Leadership 360 MBTI DISC Emergenetics Emotional Intelligence (Bar-On EQi)

Coaching vs. Counseling Client is whole, capable, full of strengths, trusted to be expert Ambitious goals, growth-oriented Non-directive Non-consultative “Above the line” Counseling Client needs to heal before can fully access strengths, drive process Remedial goals, reparative Can be directive Can be consultative “Below the line”

Coaching vs. Consulting Client is the expert, finds own answers through exploration Client designs own actions Coach’s only expertise is coaching Consulting Consultant is the expert, provides answers Consultant suggests action Consultant chosen based on expertise, specialized knowledge

Coaching vs. Mentoring Coaching Mentoring Coach is a partner Coach explores resources and networks with client, prompts client to design actions to access/ develop these Mentoring Mentor is a model Mentor provides systems, networks, models to be borrowed or replicated

Coaching vs. Training Coaching Training No instruction Client pursues own skill development No micro level skills focus, but may facilitate awareness of training needs and how to access Training Relies on instruction Trainer helps develop skills using performance feedback Focuses on micro skill level

How CWFL is Supporting a “Coaching Culture” at USC Associate Coaches program Coaching Manager training

Credentialing— International Coach Federation (ICF) www Credentialing— International Coach Federation (ICF) www.coachfederation.org Associate Certified Coach (ACC) Professional Certified Coach (PCC) Master Certified Coach (MCC) 60 hours of coach- specific training 10 hours of mentor coaching 100 hours of coaching experience Written test Performance demo 125 hours of coach- specific training 10 hours of mentor coaching 500 hours of coaching experience Written test Performance demo 200 hours of coach- specific training 10 hours of mentor coaching 2,500 hours of coaching experience Written test Performance demo

Credentialing— Center for Credentialing & Education (CCE) www Credentialing— Center for Credentialing & Education (CCE) www.cce-global.org/BCC Board Certified Coach Variable hours of professional coach training Licensed therapist = 30 hours Master’s degree = 60 hours Bachelor’s degree = 120 hours 30 hours of coaching experience

Credentialing— European Mentoring & Coaching Council (EMCC) www Credentialing— European Mentoring & Coaching Council (EMCC) www.emccouncil.org/eu/en/accreditation/eia Foundation Practitioner Senior Practitioner Master Practitioner 1 year of practice 50 client contact hours 5 clients 3 years of practice 100 client contact hours 10 clients 5 years of practice 250 client contact hours 20 clients 7 years of practice 500 client contact hours 40 clients

Feel Free to Contact Me jsackett@usc.edu 310-251-2885 (mobile)