life coach (n.) — Works with individuals to reveal and build on strengths, increase fulfilment and effectiveness and enhance their quality of life.

What is Co-Active Coaching?
Co-Active Coaching is a unique, proactive alliance in which coach and client work together as equals to meet the needs of the client.  Skills and techniques are important:  Coaches believe that all people are naturally creative, resourceful and whole.

The role of the Co-Active Coach is to ask questions, listen, and empower rather than instruct and advise.  We believe that all parts of people’s lives – their careers, relationships, recreation, personal growth, and finances for example – are interrelated and may be addressed on the way to the client’s goal.  We coach the whole person to extraordinary results!

The Difference between Coaching and Therapy
Psychotherapy generally deals with people with emotional/behavioral problems and disruptive situations and seeks to bring the client to normal function by focusing on dysfunction.   The primary focus is on healing.

Coaching, on the other hand, deals with functional people who want to move toward higher function and achieve excellence while creating an extraordinary life.  The primary focus is on evolving and manifestation of potentials. And, healing is often a side affect.

 Why a CTI Coach (Coaching Training Institute)
We walk our talk. We respect and reward authenticity in one another.   Being and Doing.

As one of the founders in the industry, CTI helped the professional standards and ethics that led to the establishment of the International Coach Federation.  Since 1992, Co-Active Coaching™ has captured the imagination of thousands of managers, leaders, and coaches, leading to the first ICF accredited coach training, the most widely used text book in coaching, and the largest number of certified coaches globally.

Your CTI Coach has completed a challenging program including hands-on coaching, intensive learning, and group and one on one supervision in a coaching session.  The certification program has been designed to provide structure and support and build a thriving coaching practice.
CTI certification is recognized and accredited by the International Coach Federation and satisfies the training requirements of the ICF credential. 
 
Great coaches are people who are committed to their clients’ growth and to their own continuous learning.  Setting a standard of excellence, CTI coaches are creating a profession that people can trust.

How Coaching Works
Most coaches ask for a (4) month commitment, with the understanding that the client decides how much and how long. 

The initial step is a sample session to explore the fit, and desire for coaching, this is followed by an intake session and a schedule of weekly, bi-weekly or monthly sessions.  Sessions are managed through a mutually acceptable arrangement with your coach.  Ideally you will meet between 45 – 60 minutes per session.  Session times will vary based on your commitments; however, your coach will likely request a dedicated day and time in order to stay consistent and accountable.

Co-Active Coaching means, both parties are equal, which means both parties participate.
If you are unhappy with the progress, it is important to let your coach know so that they may alter the process to meet your specific needs.   Your coach is committed to you.
 

The Difference between Coaching,
Managing, Consulting & Training
Coaching, Managing, Consulting and Training - all related, sometimes overlapping - and at their foundation, distinct in their focus of attention.

A professional coach's primary attention is to tap into the client's own vision, wisdom and directed action in service of the client's self-identified agenda. The client applies himself/herself to his/her whole life usually including their professional endeavors.

A manager's primary attention is to achieve specific organizational results through their direct reports. To that end, they may direct and/or develop those direct reports through performance feedback and may use coaching skills.

A consultant's primary attention is to achieving organizational results (often large systems change) through the application of specific expertise. They may or may not also be charged with transferring knowledge or a skill set to their client.

A training and development professional's primary attention is the successful transfer of specific information or skills to their clients. Again, a trainer may well use a co-active approach and coaching skills.

Role of Emotional Competencies
Daniel Goleman, the pioneering author of Emotional Intelligence, researched competency models from 181 different positions drawn from 121 companies and discovered that 67 percent of the competencies deemed essential for effective performance were "emotional" competencies(1). In a later study by Hay Group, emotional competencies were once again found to be twice as important in contributing to excellence as pure intellect and expertise. As a result of these and other pioneering research Goleman extracted 25 key emotional intelligence competencies that are proven in research to be most important to job performance.

Emotional competencies are best impacted and honed through experiential training. They are by definition not "analytical" and therefore can not be taught through traditional didactic instruction methods. Rigorous experiential training to develop emotional intelligence competencies in the context of coach training was pioneered by CTI 11 years ago. Its Co-Active Coaching model is particularly suited for use by managers and leaders in organizations interested in empowering employee initiative and creativity.
Of the 25 Emotional Intelligence Competencies identified by Daniel Goleman, fully 17 are either highly or moderately impacted by CTI's in-depth experiential coach training. 90% or greater of CTI's program graduates have realized a moderate or high impact on their Emotional Awareness, Developing Others, and Communication competencies as a result of the training they received from CTI.

The chart below illustrates the successful impact of CTI's coach training on developing the key emotional intelligence competencies proven to be fundamental to management and leadership effectiveness. A 360 degree feedback instrument on these competencies developed by Goleman is available through The Hay Group to be administered before and after employee participation in CTI's workshops.

Coach Training Impact on the Organization
Coach training impacts not only the person being trained, but also the employees in the company receiving coaching from that individual. While no study has measured the impact of internal coaching, the impact of external executive coaching would provide some directional evidence.

Manchester Inc. recently released the results of a study that quantifies the business impact of external executive coaching. The study included 100 executives. Companies that provided coaching to their executives realized improvements in productivity, quality, organizational strength, customer service, and shareholder value. They received fewer customer complaints, and were more likely to retain executives who had been coached.

In addition, a company's investment in providing coaching to its executives realized an average return on investment (ROI) of almost six times the cost of the coaching.

Among the benefits to companies that provided coaching to executives were improvements in:

1. Productivity (reported by 53% of executives)
2. Quality (48%)
3. Organizational strength (48%)
4. Customer service (39%)
5. Reducing customer complaints (34%)
6. Retaining executives who received coaching (32%)
7. Cost reductions (23%)
8. Bottom-line profitability (22%)

Among the benefits to executives who received coaching were improved:

1. Working relationships with direct reports (reported by 77% of executives)
2. Working relationships with immediate supervisors (71%)
3. Teamwork (67%)
4. Working relationships with peers (63%)
5. Job satisfaction (61%)
6. Conflict reduction (52%)
7. Organizational commitment (44%)
8. Working relationships with clients (37%)