The minimum coverage of training courses for executive coaches (DBVC) is 150 hours (60 minutes each) in-cluding time of attendance. Private studies and the preparation of presentations are not included. The mini-mum period of a curriculum is 12 month, although curricula of 18 month are preferred.
The provider has to be entitled as a Senior Coach (DBVC) for at least one year and has to be in charge for the curricula. A certificate of his / her competence as a lecturer is required as well. The provider shows a personal integrity by his/ her competence of self-reflection, credibility, reliability and conversational skills.
At the time of application the training courses for executive coaches has been provided at least three times once a year. This has to be proven by lists of attendees on request. Cancelling of a training course has to be reported immediately.
At the end the board of management of the DBVC gives permission to the acceptance procedure and decides about the admission.
The provider ensures the qualifications and the cooperation of the lecturer under his /her direction.
The provider of training courses also ensures and implements a reliable entrepreneurial concept:
The final certificates are in accordance with the acquired qualifications during the training.
A coherent concept for the assessment of training candidates as well as for the evaluation of the competence growth during the training is required.
In order to guarantee a continuous development of the training course the provider has to attend to the DBVC Conference of Quality for providers of training courses once a year.
The provider delivers insight into operational sequences of the training to the DBVC rapporteurs who are delegated by the DBVC Conference of Quality.
Modifications concerning the recognized curriculum have to be reported promptly to guarantee the abil-ity for providing information.
In case of fundamental changes concerning the curriculum or personal structure of the training course al-ready accredited by the DBVC another review by the DBVC rapporteurs is necessary in order to maintain the accreditation by the DBVC. This requires a new procedure of acceptance for a reduced acceptance fee of 1500€ (in case the provider holds recognition as institutional provider of executive coaches as well the reduced fee is 1000€). The criterion of providing the training course for three times before the application may be neglected.
If a new course with a new name shall be recognized by the DBVC, there will be a vote in the qualities conference whether a recognition procedure is necessary or not.
Each provider assumes the obligation of six experts´reports within a period of three years. A request will be done by the DBVC each year.
The content of the curriculum is didactically and conveniently structured. The single elements merge into a congruent concept (concerning a professional thread, the professional assignment of the lecturer, selection and placement of training contents, methodological structure and design).
The curriculum contains a variety of theories, contents, methods and models embedded into a coherent concept. Key aspects are shown separately.
The curriculum regards to the guidelines and recommendation of the DBVC” (Coaching-Compendium:” Coaching as a profession) and the ethical codex is deliberated adequately.
The training enables und requires the personal growth of each candidate regarding their professional actions containing steps toward feedback and realisation of their own impact. It is implemented as an individual pro-cess of reflection during the training.
The training contains a conclusive model for the understanding of self-control of employed people and for the access to their inner world as well as the adequate handling of it during coaching.
The training provides the skills, to reflect the professional relationship as well as to recognize when a switch to a competent meta-perspective is needed.
The training represents important coaching-related perspectives on the working and organisational reality.
The training contains the dispute with work-related questions and questions regarding the occupational identity as well as the occupational career. It also considers the interaction between organisation, role, and person.
The training provides an understanding and handling of conflicts related to the occupational and organisational context.
The professional background and experiences of the candidates are key elements of the learning process leading to an integration of theory and practical actions.
The candidates are committed to bring practical issues to the training and to consult themselves.
The training supports the cooperative networking between candidates. They are committed to build interactive and cooperative study groups during training.