ACT Leadership + Performance Coaching Certification Program: 10 Differentiators

Top ten reasons why ACT’s Leadership + Performance Coaching Certification (“LPCC”) program is the best choice for those seeking initial coaching certification training. 

In 2021 ACT was publicly recognized in LinkedIn for their best-in-class coaching certification program. In an article posted last September, ACT’s Leadership and Performance Coaching Certification program (in partnership with Brown University’s School of Professional and Executive Education) was listed the second best program in the United States for being “the best executive coaching certification programs to help new executive coaches, as well as experienced coaches, get the training and skills they need to succeed in their executive coaching career.”

I took a deep dive into the attributes of the Leadership and Performance Coaching Certification program (LPCC) to better understand why ACT continues to pop-up as a provider of choice for coaching certification training. Specifically, why participants felt this program helped them become more effective leaders in the workplace.

About the ACT LPCC Program 

Note the LPCC program is an International Coaching Federation ACSTH pathway for ACC-level coaching certification.

Top ten reasons why ACT’s LPCC program is the best choice for those seeking initial coaching certification training:

1. Transformation starts with you

Everything that you learn about coaching you will experience yourself. With many different configurations, you will be coach, client, observer, coached by ACT trainer or Mentor Coach. We believe that unless you experience coaching and “do your own work”, it will limit you in how far you go with your clients. When participants are asked what was the most compelling part of the program, the most popular response is their personal development. They become more aware of their self-limiting beliefs and develop their own strategies for reframing and choosing a path that is connected to values and purpose. They learn how to shift their relationship to their emotions, becoming more self-aware and responsible with how to use them. They also get feedback on their coaching style and through the use of Archetypes, learn how to stretch their range to meet the needs of a diverse set of clients.

2. Expert faculty consisting with extensive coaching, training and leadership experience delivering content in safe, playful and engagement manner

We select faculty that create high engagement, inclusivity, safety and trust in the classroom. They all have extensive coaching (minimum PCC level), training, facilitation and leadership experience. They are adept at being able to shift the energy to provide a range of learning experiences throughout the program.

Our Mentor Coaches know how to provide clear and incisive feedback to participants, delivered in a safe and constructive manner. They all have a sense of humor, make the learning playful, challenging and supportive. They demonstrate their own vulnerability, bringing in topics that you coach them on.

Listed below are some other highlights of our faculty: 

Active involvement from the co-founders. The ACT co-founders are actively engaged in program design and instruction. Participants are ensured a consistent learning experience tightly aligned with core theories and current practices.

Training and facilitation expertise. Expertise not only in coaching but also in facilitating adult learning programs (both in-person and remote). 

Extensive leadership and organizational experience. Experience in leadership positions in the public, private and academic communities, both national as well as internationally. The course instructors all have experience working outside the coaching field and many have led a wide range of technical and non-technical functions (e.g., marketing, human resources, information technology, etc.), as well as consultancy in the areas of Change Management, Organizational and Instructional design, Strategy and Leadership Development. These experiences help to provide context and insights into the relevance of leadership coaching and performance management as a talent engagement best practice

Driving thought leadership in the coaching profession. Achieving and sustaining ICF-accreditation requires both an initial accreditation as well as ongoing contribution to the field, both through ongoing coaching as well as continuous learning and participation in professional self-development. In addition to these activities, many of ACT’s faculty have contributed to the field of coaching through presentations and keynote addresses at national, state and regional conferences. 

Contribution to underserved communities. And finally-most, if not all of ACT’s faculty contribute many hours of non-compensated individual and team coaching to non-profits and underserved communities. We believe that coaching should be available for everyone and through scholarships and community-based programs, provide access to students who otherwise would struggle to fund their application.

3. Content and delivery style contextualized to organizational and leadership development research and evidence, delivered in partnership with Brown University, an internationally recognized learning institution. 

The course content, underpinned with academic rigor, is targeted to leaders who want to help others maximize their performance and results in the workplace. This means the learning you receive though the LPCC is:

  • Unique, and is based on a proprietary method that uses the “Awareness-Choice-Transformation” model of personal growth and development. This model, unlike other coaching models, places a deeper emphasis on building the client’s awareness of their own ability to make choices, and reinforces the value of meeting the client where they are at “in the moment”.
  • Based in neuroscience, and furthers the belief that “the adult brain is not only capable of changing, but it does so continuously through life, in response to everything we do and every experience we have” (from M. Costandi’s book “Neuroplasticity”, page 3).
  • State of practice, and is built on a blend of ICF foundational coaching competencies, adult learning methods, and global state of practice research in the field of leadership and performance coaching.
  • The course material is delivered in a pragmatic and easy to understand manner, and the facilitators are expert at meeting learners “where they are at” to ensure core concepts are understood and practiced in a safe space. 
  • The training is offered in a variety of formats to suit the needs of the adult learner (e.g., virtually and hybrid, weekdays and weekends).
  • For those taking all or a portion of the class in-person, the Brown University training facility (located in Providence, Rhode Island) is state of the art and located in a new building on campus.

4. Promote a diverse & inclusive workplace through the belief that a coach-like leader who engages and supports a coaching mindset can have a positive impact on the culture of an organization

For example, through the application of coaching skills, a leader ensures everyone in an organization has a voice and is met “where they are at” when it comes to personal growth and development. When applied to teams, this approach encourages open and transparent communications, building trust and strengthening inclusive team engagement. 

5. An active LPCC Alumni program that includes: 

  • Alumni Coaching Exchange (“ACE”) is a directory of ACT alumni coach profiles, where every alumnus can meet and network with alumni from other cohorts and engage in peer-to-peer coaching, which can be counted to their ACC credential 
  • Newsletters targeted to alumni interests
  • Quarterly Webinar series focused on developing new coaching competencies or skills
  • Book clubs, and
  • A private Facebook page.

6. Networking with and participating in a global coaching community with opportunities to engage in an almost limitless range of personal development experiences.

The ACT alumni span an international range of interests, life experiences and causes. Engagement with this community, starting with the completion of a coaching certification program, provides exposure to an ever-expanding group of like-minded practitioners and thought leaders. For those who wish to pursue accreditation, obtaining membership to the International Coaching Federation provides additional learning opportunities at the global, national and local level.

7. A career path that extends beyond LPCC. For those who wish to pursue additional coach training programs, there are a number of progressive learning and development experiences available through ACT.         

These include Leader as Coach, Team Coaching and Next Level Coaching. For many, completing the LPCC is the first step towards an expanded understanding of how to engage and apply a coaching mindset. ACT provides structured learning experiences that build on the framework shared during the LPCC program, and allows for advanced skill and competency development. In addition, the credibility of a coaching certificate issued jointly by ACT and Brown University reflects on the quality and rigor of the training.

8. Application and integration of coaching concepts to a range of leadership domains and organizational contexts

Whether it be leading change, giving feedback, career development, facilitation or team performance, participants will have the confidence to instantly apply coaching skills within these different contexts. 

9. ICF Accreditation and guidance and support on setting up your coaching business.

ACT helps ensure students are fully prepared for their ICF ACC-level certification. As with any accreditation process, requirements change as the field evolves. The ACT leadership team maintains an active relationship with ICF and routinely updates course material to align with current accreditation requirements. Going forward, ACT’s training programs will give the learner options for completing coaching certification in line with modernized ICF guidelines. We also provide guidance on how to set up a coaching business, including a webinar and tips and tricks on launching your practice. 

10. Content is constantly evolving to meet the changing needs of coaches.

Whether it be Diversity, Equity + Inclusion, ICF changes, or new research that supports the coaching approach, we integrate these new and updated resources into our program. We continuously make small, incremental upgrades to our materials, whether it be creating videos, changing participant guides or tweaks to the timeline, we constantly evaluate feedback from participants as needed.  

In summary, for those thinking about pursuing a coaching certification course, the above “top ten” reasons to choose ACT’s LPCC program should be used as a checklist to compare their program to the competition.

Learn more about ACT’s Leadership & Performance Coach Training Certification Program as well as related professional development programs through their website at: https://actleader.com/.

Written by: Dr. Mike Beckmann

Mike is an experienced leadership coach and strategic workforce development executive.

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ACT is an internationally recognized coaching, leadership development and consulting company known for its commitment to leadership and performance coaching, valuing its long term partnerships with Brown University, the intelligence communities and its loyal and devoted diverse community.