Please reach us at robert@pinnaclecoachingservices.com if you cannot find an answer to your question.
The International Coaching Federation (ICF) defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership. Coaching is distinctively different from consulting, counseling, and mentoring.
Part of working with me as a coach is that I will ask a lot of you - maybe more than you have ever been asked. Please be willing to experiment with fresh approaches and be open to new ideas. This will help you to reach your goals and live an integrated and fulfilled professional life, using the gifts you have and honoring your professional values more easily.
With that said, please be willing to:
• Trust the Coaching Process
• Experiment with New Ideas
• Be Coached as a Whole Person
• Design the Coaching Plan Together
• Trust Your Gut; Your Instincts; Your Intuition
• Tap into Your Creativity and Resourcefulness
• Commit to Agreed-Upon Number of Sessions
• Set Goals and Commit to Accomplishing Them
• Get the Support You Need to Address Areas of Opportunity
• Set the Agenda for Each Coaching Meeting; It’s All About You
• Be Responsible for YOUR Results. Your Success is directly related to Your Commitment and Efforts Made
Our first session will consist of introductions. We’ll discuss roles, responsibilities, and expectations during our coaching engagements. We’ll also identify goals and develop a plan of action for you to achieve these goals. Throughout our continuing sessions, we’ll explore any challenges you are facing, identify and examine opportunities, implement practices, and enable accountability as we constantly evaluate progress together. At our final session, we’ll assess our engagement during the coaching process, reflect upon the growth you’ve made, and identify future goals as your journey continues.
Coaching draws out the intelligence and wisdom of the client rather than taking on a role of advising or being an expert consultant. Likewise, therapeutic or counseling approaches are distinct and different from coaching’s methodology. However, coaching can address personal issues (if you want to) or life conditions that have an impact on professional effectiveness.
Our coaching partnership is based on mutual trust and respect. If I say or do anything that is at odds with our agreed-upon way of working, please let me know. If at any time, you want to redefine our agreement, please tell me. I am committed to working with you to produce outcomes you seek, in a manner that works best for you.
As a credentialed coach and member of the International Coaching Federation (ICF), our coaching sessions will remain confidential in accordance with the ICF Code of Ethics. As your professional coach, I have an ethical duty and responsibility to not disclose any information obtained during the course of our coaching relationship without your expressed permission as the right to confidentiality belongs to you as the client.
If a client is feeling stuck in their career, I work with them to identify the root cause of their dissatisfaction. This may involve exploring their values, interests, and skills, as well as any external factors that may be impacting their career. From there, we develop a plan to address these issues and move towards a more fulfilling career.
During our coaching sessions, we will define and measure success by continually tracking progress toward clear and measurable goals that were established during our coaching engagement. It is natural for goals to pivot and change during the coaching process as priorities may shift as topics are explored.
Coaches have the ability to set their own costs for the services they provide. With this said, it is encouraged that individuals and organizations who are interested in receiving coaching services conduct their due diligence to assess whether one's coaching fees are reasonable for the services rendered in the current market. In order to become more informed as a consumer, I recommend exploring the answers to the following questions below, which I have personally used as a guide when I seek coaching services. Ultimately, coaching is truly an investment in one’s continued professional development where one should assess the fair market value, quality, and cost of the services being offered.
1) Can a coach's claimed professional qualifications and accomplishments be verified?
2) Is the coach a member of the International Coaching Federation or a similar coaching organization?
3) Does the coach possess any credentials or certifications associated with the coaching profession?
4) Can such credentials or certifications be independently verified?
5) Does the coach seek continuing training and education in order to bolster their coaching capabilities?
6) Does the amount of coaching experience a coach has accumulated, coupled with their training, credentials, and certifications, personally justify to you the amount that is being charged for services?
According to the International Coaching Federation (ICF), an ICF Credential is a professional certification indicating that a coach has met specific standards and requirements designed to develop and refine their coaching skills. It is an indication that a coach is dedicated to upholding strong principles of ethical behavior in coaching. An ICF Credential shows a coaches’ clients and peers they are committed to the coaching industry and to developing themselves as a coaching professional. Holding a credential – especially an ICF Credential – is extremely important to today’s coaching clients. The 2022 Global Consumer Awareness Study found that 85% of coaching clients say it’s important or very important that their coach holds a certification or credential. Earning an ICF Credential provides a coach with instant credibility and increased visibility to prospective clients. ICF offers three credentials, corresponding with the quantity of education and experience required to earn it. The credentials are:
Associate Certified Coach (ACC) – Completed 60 hours of coach specific education and 100 hours of client coaching experience
Professional Certified Coach (PCC) – Completed 125 hours of coach specific education and 500 hours of client coaching experience
Master Certified Coach (MCC) – Hold or have held a PCC Credential, completed 200 hours of coach specific education and 2,500 hours of client coaching experience
Anyone can label themselves a coach. However, ICF-credentialed coaches are professionals who have met stringent education and experience requirements, and have demonstrated a thorough understanding of the coaching competencies that set the standard in the profession. Additionally, they adhere to strict ethical guidelines as part of ICF’s mission to protect and serve coaching consumers.
The Certified Professional Career Coach (CPCC) credential is a highly respected certification issued by the Professional Association of Résumé Writers & Career Coaches (PARWCC) that equips career coaches with comprehensive coaching frameworks and methodologies. Recognized for its rigorous standards, the CPCC certification establishes professionals as experts in navigating career transitions, promotions, and professional growth. This credential signifies a commitment to delivering impactful, results-driven coaching services that meet clients’ diverse career needs. CPCC-certified coaches are regarded as leaders in career development, boosting both client trust and professional reputation.
Yes. Pinnacle Professional Development Consulting Services, LLC, DBA Pinnacle Coaching Services, is registered with SAM.gov. Our Unique Entity ID is T7AGKY8AHS39.
The EQ-i 2.0® is used across the employee lifecycle but is most effective for leadership development. Emotional Intelligence (EI) is key to building relationships, motivating others, and leading effectively. The EQ-i 2.0® and EQ 360® provide leaders with insight into their EI profile, combining self-ratings with feedback from others to identify strengths and areas for growth. These insights are often used in coaching and tailored training programs to maximize leadership potential.
The EQ-i 2.0® compares results to a reference population (Norm Group) to provide context. Two main norm types are available: General Population and Professional Norms. Region-specific norms include: Global, US/Canada, UK/Ireland, Sweden, Denmark, Netherlands, Australia, and South Africa. This ensures results are interpreted in the most relevant context for each individual.
An employee’s skills and qualifications are important for success within their role. An employee’s emotional intelligence can be just as important, if not more so, for fulfillment within, or potentially beyond, their current role. The EQ-i 2.0 Workplace Report is designed to be used in instances of coaching and development situations in work settings for an individual at a non-management
level. It helps coaches focus on the impact of emotional intelligence at work and offers suggestions for working more effectively in one’s role, with colleagues, supervisors and clients.
Every company has experienced instances where a leader within the organization shows strengths in core competencies necessary for the role, but may be exhibiting EI blind spots of which peers are taking notice. A company can find an employee that exhibits great work ethic and is an emerging star amongst his/her peers, while showing comparable traits to leaders within the organization. In both scenarios, the Leadership Report can be used when honing in on leadership development, executive development and coaching, and developing high potential leaders. The Leadership Report examines results through four key dimensions: Authenticity, Coaching, Insight, and Innovation. The report also contains insights on the possible implications of results, and which skills have the highest potential of becoming leadership derailers. Strategies for development will be provided with the aim to attain true leadership potential, while being able to compare results against top leaders as a benchmark.
When working in an organization, it’s important to be cognizant of the impact of one’s actions on colleagues. The EQ 360 report offers an in-depth analysis by having those that work with an individual and know them personally provide feedback in addition their self-assessment to provide a 360 degree view of his or her effectiveness and EQ competencies. This report can be used for results specific to a workplace context, enabling career and organizational development. It identifies blind spots, strengths, and developmental opportunities in the workplace. The Workplace 360 report lends itself well to a follow-up with the same group of evaluators to compare results and track progress.
When looking at a potential, new, or existing leader within an organization, it is not only important to gain an understanding of their performance in the workplace; but also for them to gain insights into their performance as a leader by peers, direct reports and supervisors. Similar to the Workplace EQ 360, the Leadership EQ 360 Report allows for an unlimited number of raters to provide feedback and provides insights into opportunities for development. The Leadership 360 report lends itself well to a follow-up with the same group of evaluators to compare results and track progress.
The LCP is the only 360 assessment that measures both Creative (key) Competencies and Reactive Tendencies. In this way, it gives the client far greater insight into how they are thinking and what they are doing that limits the full deployment of their creative competencies. This analysis is unique to the LCP. Other 360 assessments are of a previous generation—good in their time, but the LCP sets a new standard as a leadership transformation instrument.
Given the instrument's construction, individual leaders and leadership teams in any private or public organization will benefit from the LCP. Furthermore, educators, HR professionals, coaches, psychologists, researchers and any individual or organization that wishes to improve the effectiveness of leadership and understand the underlying assumptions that drive it will find added value in the LCP.
Once you schedule a debrief coaching conversation regarding your LCP results, you can expect to:
1) Explore your current context, role, and environment.
2) Consider some key areas that influence your leadership.
3) Become aware of how the qualitative results integrate into your graph and results.
4) Gain clarity about your current results through an exploration of your LCP profile graph, scores, and report.
5) Explore new insights and considerations about the why of your results, and become more aware of what is opening up.
6) Leave with new awareness, clarity, and an action item to deepen that awareness.
The Leadership Circle Profile® (LCP) Manager Edition is a powerful version of the LCP. It is designed and fine-tuned for mid-level and front-line managers, supervisors, and team leaders tasked with the deployment and execution of the overarching direction of the organization, which makes the LCP Manager Edition is an innovative 360 leadership assessment.
Each DiSC® style is influenced by a variety of factors such as life experiences, education, and maturity. Therefore, as you gain skills and knowledge, the results of your assessment may change as well. It’s not likely you will see anything significant over the short term, but as the period between assessments increases the results may diverge more.
DiSC® assessments are powerful tools to generate self-awareness and understanding, and initiate dialog and improved communication. They are not tools for diagnosis, nor are they pre-hire tools that measure skills and abilities for a specific role in an organization. DiSC® does not assess competencies, aptitudes, EI, or any skills sets needed to be successful in a job or career. In fact, while some styles may be drawn to certain career paths, there is no evidence that style is any predictor of success. However, many organizations do use DiSC® assessments to help hiring managers gain a better understanding of a new employee’s style preferences and ideal work environments. DiSC® can help ensure that every hire has the best chance of being as successful as possible.
We use cookies to analyze website traffic and optimize your website experience. By accepting our use of cookies, your data will be aggregated with all other user data.