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

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

3. 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

4. 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

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

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

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

8. 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

9. 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

10. 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

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

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

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

14. 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”

15. 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

16. 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

17. 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

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

19. Credentialing— International Coach Federation (ICF) www
Credentialing— International Coach Federation (ICF)
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

20. Credentialing— Center for Credentialing & Education (CCE) www
Credentialing— Center for Credentialing & Education (CCE)
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

21. Credentialing— European Mentoring & Coaching Council (EMCC) www
Credentialing— European Mentoring & Coaching Council (EMCC)
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

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