Exploring Coaching:
Frequently Asked Questions
I frequently receive inquiries about coaching and have compiled the most commonly asked questions below.
If you can't find the answers you're seeking, please feel free to contact me via email at hellojocelyngoh@gmail.com.
Can you provide more information about your accreditations?
I hold several accreditations that reflect my expertise:
Professional Certified Coach (PCC): This is a credential from the International Coach Federation (ICF) awarded to coaches who have completed a minimum of 125 hours of coach-specific training and have accumulated 500 hours of coaching experience with clients. To date, I have completed over 250 hours of coach-specific training and have up today conducted more than 900 hours of client coaching sessions.

Certified Co-Active Professional Coach (CPCC): This credential signifies the successful completion and mastery of the Co-Active Professional Coach Training, which is widely acknowledged as one of the most rigorous and comprehensive professional coach training programs in the industry.

Leadership Circle Profile (LCP): I am certified to use the Leadership Circle Profile assessment, a powerful tool that offers leaders valuable insights into their strengths and areas for development. This assessment is rooted in a vast database of over 4 million assessments and is a trusted resource employed by many influential global companies. I can utilize it for individual coaching as well as Collective Leadership Assessments for teams.

ORSCâ„¢ (Organization and Relationship Systems Coaching): ORSCâ„¢ is a comprehensive coaching model that draws on a diverse range of disciplines such as Modern Systems Thinking, Process Work, Family Systems Therapy, Alternative Dispute Resolution, Quantum Physics, Co-Active Coachingâ„¢, and more. It is an experiential and systems-inspired approach designed to enrich and deepen any type of relationship. Importantly, it is the first ICF-accredited program specifically for systems-inspired team and relationship coaching.
C-me Colour Profiling tool is a behaviour profiling tool designed to empower employees and improve business performance. C-me aims to draw out the natural strengths and gifts in people, whilst increasing the understanding that others may differ in how they perceive and approach different circumstances. It is a behaviour-focused tool with accurate algorithms based on a database of over 45,000 statements.
I hope this clarifies my credentials. If you have any further questions, please feel free to reach out.
Understanding the Differences:
Coaching, Business Consulting, Mentoring, and Therapy.
Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. It tends to be more proactive and focuses on the future and on goals, strengths, potential, insights and action. ( International Coach Federation’s definition of coaching.)

Business Consulting: In the realm of business consulting, the primary emphasis is on delivering expert-driven "solutions." Consultants work to assist clients in effectively tackling specific business challenges. They provide valuable external insights and strategies aimed at addressing distinct operational, reputation, or competitive issues.
On the other hand, coaching centers around fostering capacity-building. While consulting and coaching can be related, we often draw a clear distinction in our practice. In consulting, the focus is on aiding clients in resolving particular, often immediate, challenges. Meanwhile, coaching's core objective is to empower leaders and teams to cultivate confidence and effective leadership skills, positioning them for long-term success and growth.

Mentoring: Mentoring relies on a more experienced individual sharing their knowledge, skills, and experiences with someone less experienced. Mentors may offer specific advice when necessary. They play a more directive role, guiding and providing insights to the mentee.

Therapy (Psychotherapy and Counselling): Psychotherapy and counselling delve into a person's past experiences and emotional history, with a focus on addressing emotional and psychological issues. They are reactive in nature, concentrating on resolving past problems. Coaches do not have training in this area and typically refer individuals to mental health professionals when such issues arise.

In summary, coaching is about maximizing potential, consulting offers solutions, mentoring provides guidance and advice, and therapy addresses past emotional and psychological challenges. Each serves a unique purpose, catering to different needs and goals.
When Should You Consider Hiring a Coach?
Coaching can be valuable in various life situations. Here are some common scenarios to consider (though not an exhaustive list) and they are relevant even for teams.
Facing Endless Dilemmas: When you find yourself grappling with ongoing challenges or decisions.
Navigating Crossroads: In moments of significant life or career choices, where clarity is elusive.
Feeling Stuck: When you sense stagnation in your personal, professional, or relational spheres.
Overcoming Self-Limiting Beliefs: For breaking free from beliefs that hinder your progress.
Seeking Direction and Purpose: When you're in search of a clear path or a deeper sense of purpose.
Reigniting Passion: To rediscover enthusiasm and zeal for your pursuits.
Combatting Impostor Syndrome: Addressing feelings of inadequacy or being out of your comfort zone.
Defeating Procrastination: For assistance in establishing effective follow-through.
Managing Stress or Anxiety: To navigate and mitigate the impact of stressors in your life.
Enhancing Relationships and Influence: Especially when working with challenging individuals.
Developing from Good to Great: For driven and high performing individuals who want to move forward and upwards in their life, business or career.

Additionally, it is worth noting that coaching can be beneficial even when things are going well. Coaches help uncover blind spots and potential complacency, promoting ongoing personal growth and achievement.
Remember, coaching is not exclusive to elite athletes or famous personalities. It is a resource available to anyone seeking personal and professional development
When Should You Consider a Team Coach?
Team coaching becomes essential for teams and partnerships aiming to cultivate harmonious dynamics, synergies, and unlock their collective leadership potential. It plays a pivotal role in nurturing a thriving culture that can navigate the complexities of today's world. A team coach provides valuable support by:
Facilitating Necessary Conversations: Initiating and guiding crucial discussions that might otherwise remain unaddressed within the team.
Assisting Leaders Within the System: Helping leaders who are part of the system gain fresh, unbiased perspectives. It's common to become blind to the environment within which one operates.
Ensuring Accountability: Introducing an accountability function that commits the team to a structured process, ensuring sustained improvement over time.
Unleashing Collective Potential: Empowering the team to tap into their collective potential, thereby achieving higher levels of performance.

While it is possible to coach one’s own team, engaging a third-party leadership team coach brings expertise, independence, fresh perspectives, and added accountability to ensure the coaching process is a resounding success.
Choosing Your Coach: A Step-by-Step Guide
Selecting the right coach is crucial for your personal and professional development. Here's a step-by-step guide to help you make an informed decision:
Educate Yourself: Begin by understanding what coaching is and what it is not. Familiarize yourself with the coaching process. The International Coaching Federation (ICF) is a valuable resource with over 2000 articles that can provide insights: ICF Resources.
Define Your Goals: Reflect on your goals and objectives. Clearly summarize what you aim to achieve through coaching. This clarity will help you select a coach who can assist you in developing a strategy to reach your objectives.
Interview Multiple Coaches: Do not settle for the first coach you come across. Interview at least three coaches. During these interviews, inquire about their experience, skills, qualifications, and request at least two references. Remember that coaching is a personal relationship, so seek a connection with the coach you choose.

For example:
Arrange a chemistry session to assess if the coach is the right fit for you and vice versa. Assess their background, real-world experience, personality, and values. Trust your instincts in making this choice.
Evaluate their real-world experience, specifically in leadership or executive coaching. Ensure they understand the challenges you face. The coach's experience can be an advantage if it aligns with your needs, but it can also be a disadvantage if they are not in tune with your specific requirements.
Determine the coaching style you need. Do you prefer a highly energetic and expressive coach, or someone with a more moderate and reserved approach? Consider whether you need a coach to push and challenge you vigorously or if you prefer a softer approach.
Verify their credibility by researching their training, professional memberships, and credentials.


By following these steps, you can make an informed decision and select a coach who aligns with your goals and values, ensuring a productive coaching relationship.
If you don't find the answers you are looking for, please reach out to me on email. hellojocelyngoh@gmail.com.