Center for Coaching Certification

Assessment Tools Provided to Center for Coach Certification for Graduates

Graduates of coach training at the Center for Coaching Certification are each provided with an assessment dashboard.  Benefits include white-labeling or branding (so that all assessment reports have their logo and contact information) plus wholesale pricing.The resource center in the dashboard includes videos, facilitator guides, sample reports, and more.

Assessment Tools Provided to Center for Coach Certification for Graduates

Assessment Tools Provided

What assessment are included?

  1. Core Assessments
    •   DISC* (measures behavioral styles)
    •   Motivators (evaluates motivational styles)
    •   Hartman** (evaluates thinking styles)
    •   Emotional Intelligence EIQ-2 (evaluates emotional styles)
    •   Learning Styles (evaluates learning styles)

    *DISC report versions: Self (General), Sales, Leadership, Coaching
    **Hartman report versions: Self (General), Sales, Leadership

    ☞Additional available languages for the DISC: Arabic, Chinese, Dutch, Espanol, French, German, Indonesian, Japanese, Khmer, Korean, Malaysian, Portuguese (Brazil), Portuguese (Portugal), Swedish, Turkish, Vietnamese, UK English

    II. Combined Core Assessments
    •   DISC+Motivators
    •   DISC+EIQ-2
    •   DISC+Learning Styles

    III. 360º Assessment
    •   DISC 360

    IV. Hiring & Selection Assessments
    •   Workplace Strengths (initial screening assessment)
    •   Executive Summary* (executive selection assessment)

    *Executive Summary report versions: General, Leadership, Sales, Service

    V. Specialty Reports
    •   Sales IQ Plus (sales skills test)
    •   Executive Summary – Development (executive development report that integrates the first three Core Assessments: DISC, Motivators and Hartman)

As discussed in your coaching certification, assessments are a tool used when it benefits the client.  This means have a clear purpose and choose whether to use an assessment, which assessment to use, and when to use it based on what will serve the client.  Each time you use an assessment, include a coaching session on the results!

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What is the difference between Online and Blended learning?

Online means that the entire program is completed online.  Blended means that part of the program is online, and part of the program is face-to-face.  In either case, when a coaching certification is approved by the International Coach Federation, live participation is a requirement.

For online classes, plan ahead!  Be in a quiet, private place because you will be listening and also talking.  Online platforms do pick up the noise around you so being in a quiet place is respectful of your classmates plus ensures you are ready to focus.  Because the live participation is required, plan to ask questions, answer questions, and engage in discussion.

What is the difference between Online and Blended learning?

What is the difference between Online and Blended learning?

At the Center for Coaching Certification, CCC, both online and blended learning options are offered for the Certified Professional Coach program.  In both versions, it is the exact same class! The program starts with five live, interactive, online classes.  Each class is followed by a research or practice assignment.  Next is a group session to discuss what the class chooses, get questions answered, and review resources that are included.  The coaching practicum is where you coach, are coached, and observe coaching.  It is an amazing experience in either format.  For the online version the time is scheduled in four-hour blocks on four different days.  For the face-to-face version, the time is scheduled in two eight-hour days.

Graduates of all CCC programs are provided with a multitude of resources including a coach listing service, numerous assessments that you can brand and give at wholesale, free continuing education, opportunities to speak or publish, login access to many tools and resources, plus a free Q&A call each month.

Visit,email, take a quiz on becoming a coach at, or call 800-350-1678 for more information.


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What is the difference between having a Coach versus a Mentor?

A Mentor is a fabulous person who will pass on their wisdom and experience.  In the workplace they help with connections and defining or refining career paths.  A mentor gives their options, offer advice, and makes recommendations from a place of expertise.

A Coach is a strategic partner that empowers you to be your best self.  A coach works with you on professional or personal objectives. Coaching starts with the co-creation of an agreement outlining the parameters of a relationship, and defining what, specifically, you want to accomplish in each coaching session. During coaching sessions, the coach is a sounding board for you to think and explore.  A coach uses powerful questioning to expand your thinking.  A coach partners with you so that you consider different possibilities, identify potential challenges, develop strategies, create action plans, and move forward in the direction and manner you choose. A coach deepens your awareness and learning for long-term, sustainable, meaningful change.

Coach versus a Mentor?

Coach versus a Mentor?

There is a time and a place for having a Mentor and a time and a place for having a coach.

  • Find a Mentor when you are still learning information and what inside help moving forward.
  • Find a Coach when you want to expand your possibilities and take charge of your outcomes.

The greatest indicator of success in a coaching relationship is the rapport between the coach and the client.  It seems likely that rapport is also an indicator of success in a mentoring relationship.  Rapport with a Mentor will be based on connections and mutual interests as well as simply liking each other.  Rapport with a Coach is built on a Coach first completing coaching certification to develop their competency, next being part of the International Coach Federation so they are accountable to a Code of Ethics, and then effectively partnering in a way that works for your situation.  The bonus: because a Coach is truly invested in and cares about your success, chances are you will find that you truly enjoy your coaching sessions.

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Listening Skills

There are many ways we listen, and we can improve our listening skills.

Start with an awareness of your own tendencies.  Common is hearing something that reminds of a different story or example, then missing most of what was said.  Also common are listening to respond and analyzing the speaker.  Each of these tendencies is normal and each gets in the way of listening.  Awareness and choice are options for managing these tendencies and moving toward being present and truly listening.

Next is developing your listening skills.  Several that are taught in coach training are highlighted here with information on how to use the skill.

Listening Skills

Listening Skills

Active listening: Start by clearing and opening your mind.  Choose to listen with all your focus and demonstrate this choice through body language and by acknowledging what is being said.  Maintain eye contact with the speaker, listening to understand the meaning is behind the words.

Rephrasing: Succinctly summarize what was said using the speaker’s key words.  Rephrasing enhances the clarity for the speaker of what they said plus is an opportunity to correct or clarify for better understanding. Rephrasing demonstrates hearing.

Reflecting: Reflect what was NOT said – the emotion or energy behind the words.  Reflecting demonstrates understanding.

Cumulative listening: Listen to what is being said now and recognize then observe how it connects or relates to what has been said in the past.

Listen on Multiple Levels: Be aware of whether the speaker is emotion or logic, passive or aggressive. Notice visual, auditory, or kinesthetic language.  Identify language patterns and thought patterns.  Recognize context.

Coaching certification develops competency in listening.  Using these listening skills in everyday conversations further enhances your skills while also enriching your life.


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What is Intentional Listening?

A simple definition is “listening with intention”.  Go deeper. As a listener, start by getting out of your own head and away from your perceptions, biases, and ideas.  Focus completely on the speaker.  Notice the words, phrasing, and verbal behaviors of the speaker.  Notice also their emotions, energy, and level of thinking.  Be aware of their perceptions and possible biases. Consider whether they are primarily emotional or logical.  Observe whether they are talking about what they see, what they hear, what they do, how they feel, where they are, what they smell, what they taste, and most significantly, what it all means to them.

What is Intentional Listening?

What is Intentional Listening?

During coach training participants discuss listening and practice listening skills.  Basic skills include an awareness of different listening styles, rephrasing or succinctly summarizing for clarity, reflecting emotions and energy behind what is said, listening cumulatively, plus awareness of personal style, learning style, language patterns, and thought patterns.  As coaches further enhance their skills, recognizing context and easily adjusting to the language of the speaking further enhances listening.

What does intentional listening accomplish?  Intentional listening meets a very basic human need of the speaker, to be heard and understood.  As much as this is sought, the irony is that the majority hear far less than they realize.



What does all this mean? Consider the implications in your own life.  If you accept the norm you miss important information and limit your potential.  One of the reasons that coaching certification is so significant is that coaches develop listening skills that in turn serve the speaker because they are heard and understood.

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Leadership Coaching

by Patti Oskvarek

How do you coach for leadership?

A client comes to you and wants to improve their leadership skills or has been told by management to improve their leadership capabilities.

Client Scenario:
My employees are disengaged. We’re not making our goals; I don’t know what to do? I have people above me saying you’re not meeting your objectives. How do I get my employees to be engaged and make our exceptions?

Here are questions to ask a client to ignite their thinking towards becoming a better leader:

  • Describe your current work environment.
  • What do you want your work environment to be?
  • Describe your current working relationship with your staff.
  • What kind of working relationship do you want to have with your staff?
  • How are you perceived as a leader now?
  • How do you want to be perceived as a leader?
  • Describe the characteristics of a leader you admire.
  • How will you incorporate those characteristics into your daily leadership?
  • What is your communication style with your staff?
  • How do you communicate team goals and the organization vision?
  • How is the way you communicate perceived?
  • What do you want to change?

Leaders may or may not know how they come across because they are following the example of others.  Leaders may or may not have thought about their ability to choose how they lead. These questions expand their thinking and open the door to them owning their outcomes.

Possible takeaways from these questions:

  • Opening the clients’ mindset to the possibility of change.
  • Motivating ownership of their leadership style.
  • Inspiring a willingness to work on better communication and listening skills.
  • Discussing change in a positive way.

During coach training there is a focus on a positive, proactive focus for creating meaningful change that becomes a powerful approach for developing leaders.

Coaching leaders is an opportunity for them to be inspiring, communicate the strategic plan effectively, reflect the vision, and motivate others to make the company goals a reality.

About the Author: Patti Oskvarek is a Certified Professional Coach through Center for Coaching Certification and Master Certified Coach from World Coach Institute. She is a member of the International Coach Federation (ICF) Phoenix Chapter.  She is dedicated to helping others find passion, purpose and confidence in all they do.

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Creating Inspiring Leaders through Coaching

by Patti Oskvarek

When I became a Certified Professional Coach, I knew I wanted to be a leadership coach. My goal is to coach people around being passionate about their jobs, being empathic towards their employees, and being skillful as leaders.  The world will benefit from better leaders in organizations, companies, government, and non-profits.

An interesting note: I have talked to a lot of people and a high percentage dislikes their jobs and direct supervisor. Unfortunately, there are many leaders that only think about the bottom line.  As a result, more employees are disengaged.  Losing employees costs money.  It is expensive recruiting and training new people and then consistently replacing them.

People are continually searching for the next best opportunity, something new or different, and sometimes take any other job just to get out of their current situation, or they stay because it is easier.  When leaders invest in current employees with mentoring, coaching, training, and developing, the employees feel valued.   When employees feel valued, they will want to come to work and give it their all to achieve the company’s goals and vision.

Is it a lack of leadership training, mentors, or coaches?

No.  It is a lack of commitment to invest in and utilize the training, mentoring, and coaching.

How does change happen?

Through positive and encouraging leadership coaching.  When people think things through, they become inspired. When people are inspired, they ignite excitement.  Change starts to manifest and becomes contiguous.

Companies are increasingly aware of the value of coaching which means individual leaders are also aware.  Applying the 11 coaching competencies you learn during coaching certification is an opportunity to empower individual and organizational success. 

About the Author: Patti Oskvarek is a Certified Professional Coach through Center for Coaching Certification and Master Certified Coach from World Coach Institute. She is a member of the International Coach Federation (ICF) Phoenix Chapter.  She is dedicated to helping others find passion, purpose and confidence in all they do.

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A Coaching Model for All

One of the challenges in the coaching profession is a clear definition of coaching and ensuring that as coaching professionals we have one Code of Ethics and one set of standards for competencies and coach training.  Multiple organizations with varying ethics and standards add to the confusion.

The International Coach Federation, ICF, is the largest organization for coaching professionals and does work with the other coaching organizations.

The ICF has a Code of Ethics, standards for coach training, defined competencies for coaches, standards for credentialing, and standards for evaluating coaching competencies.

In keeping with the ICF standards, the coaching model used at the Center for Coaching Certification, CCC, is training based on the ICF’s 11 Core Competencies and Code of Ethics.

To define the coaching model at CCC, here is the CCC Model:

A Coaching Model for All

  • Competence: CCC programs build on your existing strengths with ICFs 11 Core Competencies to upgrade your skills, expand awareness of the synergy between being and doing, create positive belief in the client’s ability, and develop powerful coaching language.
  • Confidence: CCC programs build the confidence of the coach in their abilities, provide tools for empowering client confidence, enhance confidence in the coaching process, and incorporate awareness of positivity to support confidence for the long term.
  • Choice: CCC programs focus on the client being their own best expert thus empowering them to discover, decide, and strategize with the coach as their partner.

So how do you choose which model and which coaching certification?

  • First: Verify that the program is accredited by the International Coach Federation as either an ACTP or ACSTH program. This tells you the training covers the Code of Ethics and the 11 Core Competencies of a Coach.
  • Second: Verify the school is a member of the Association of Coach Training Organizations. This tells you the school is committed to excellence, abides by the Code of Ethics for coach training schools, and has the competencies for coach trainers.
  • Third: Consider the responsiveness of the team from the school, the price, the schedule, and the program description.

As an additional bonus, at the Center for Coaching Certification our programs are accredited by IACET, PMI, and AICI.  This means you receive continuing education credits to maintain other professional designations including SHRM, HRCI, ATD, PMI, and more.

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What about all the different coaching models?

There are many names for the various coaching models and it is confusing:

  • Ontological Coaching
  • NLP Coaching
  • Habits Coaching
  • Co-Active Coaching
  • GROW
  • Resilience Coaching
  • … and more!

Sometimes people looking for coach training learn about one and then seek options specifically in that model, even when they don’t necessarily know what it means. Some of the models are becoming even when they are not necessarily coaching nor aligned with a bigger coaching organization like the International Coach Federation.

There are pros and cons to a specific model or process.

What about all the different coaching models?

What about all the different coaching models?


  • A way to explain services
  • Insight for how the coaching relationship works
  • Common understanding
  • Direction in preparing for coaching
  • A roadmap to follow when coaching
  • The coach develops expertise over time with a model or process
  • When a coachee hires a coach, according to Harvard Business Review, they care most about experience in a similar setting and a clear methodology


  • Specifics can create boundaries or limitations
  • Staying with one model or process can limit thinking
  • The model or process used may be less effective for any one coachee
  • Staying with one model or process can create a routine or habit that becomes rote

The main reason for so many models is copyright law followed by inspiration of the creator and what resonates for others.

Some coaching certification programs advocate a specific model and others advocate exploring multiple models and choosing which is appropriate for the client.

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The Science of Breaking out of Your Comfort Zone

by Mike Johnson

The Science of Breaking Out of Your Comfort Zone

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