How do we Executive Coaches and Organizational Consultants help our clients create the cultural conditions for sustainable high performance? We need to look no further than the powerful process of coaching. We already know that coaching assists individuals to grow and develop. Imagine what would happen if the entire organization were able to tap the power, ideas, and wisdom of its own members…through people learning how to deliver and respond to feedback in powerful and healthy ways.

What is the vision of a “coaching culture”?

A coaching culture is present when…all members of the culture fearlessly engage in candid, respectful coaching conversations, unrestricted by reporting relationships, about how they can improve their working relationships and individual and collective work performance. All have learned to value and effectively use feedback as a powerful learning tool to produce personal and professional development, high-trust working relationships, continually-improving job performance, and ever-increasing customer satisfaction.

How do we know we have one? It looks like this…

The 7 Characteristics of a Coaching Culture

Leaders are Positive Role Models

Organizational cultures take their cue from its leaders at the top. They set the tone, pace, and expectations for what is right and what is wrong — what is acceptable and what is not. When leaders become skilled coach-practitioners, they transform their leadership style from being THE BOSS OF PEOPLE to THE COACH FOR PEOPLE.

Coaching is “applied leadership,” requiring the best of what we know about contemporary leadership. Leaders who master coaching learn to create powerful, emotionally-intelligent conversations where the coach guides productive change, passion, and inspired action.
Every Member is Focused on Customer Feedback

Most modern organizations have feedback channels that capture information from the customers they serve. This is not new. However, in a coaching culture, there is a huge emphasis on expanding these feedback channels and making them truly effective at what they’re capable of doing. It becomes the responsibility of every member in a coaching culture to proactively seek, strive to understand, and non-defensively respond to the feedback and the customer who is delivering it. Everyone understands the significance of their role as it relates to the mission of serving (internal or external) customers.
Coaching Flows in all directions — Up, Down, and Laterally

In a coaching culture, coaching flows in all directions from all parties, making a networked web across the organization consisting of many connections between people in the same departments, across departments, between teams, and up and down and across the hierarchy. The key to this rich flow of coaching communications is the establishment of explicit coaching relationships.

We know that leaders and managers, when optimally effective, provide performance and developmental coaching for their direct reports. This is a necessary component of high-performance, yet, in itself, is not sufficient to create the true high-performance cultural conditions required in today’s businesses.

Peer coaching is the second place for creating explicit coaching relationships. Coaching relationships across the organization are established to support ongoing dialogue, learning, problem solving, and enhanced working conditions.
Peer coaching is an invaluable element that supports learning, growth, and productivity improvements.

Upward coaching is the third element and often the most challenging to establish. There are many reasons why. The leader/manager may either be unaware or unwilling to receive upward feedback. The direct reports might not feel safe or that permission exists to offer candid feedback even though they would like to be able to deliver it. For whatever reason, the nature of the relationship must dramatically transform if feedback is to flow freely between a manager and direct reports. Becoming coaches for one another makes this shift by creating safety, trust, respect, and rapport in the relationship.
Teams Become Passionate and Energized

The process of coaching, when learned by teams, creates egalitarian, high-trust relationships that transcend traditional Boss/Subordinate/Competitor dynamics, and moves people toward a collaborative Coach/Coachee/Partner relationship.

In high performance cultures, people feel part of the larger whole. This enhanced feeling of connection occurs because teams make a point of opening up dialogue to explore how they are working together. Teams focus on creating connection and high trust. Trust directly supports people being able to work together more effectively and more efficiently which leads to higher performance.

The relationships that teams create in a coaching culture can be characterized by a high degree of commitment to teammates’ success. Internal competition for the spotlight, job promotions, and accolades from top management do not become destructive. The fundamental belief is that all members of the team work for the same company. They are part of the same team. Everybody is in the same big boat together and pulls her own weight and is accountable for their contribution to team performance. They accept this truth: we can’t win unless everyone wins. My job is to make my teammates successful.
Learning Occurs, More Effective Decisions are Made, & Change Moves Faster

Coaching speeds up the personal and team learning curve by capturing lessons learned more quickly. Teams make frequent use of after-action-reviews to document any and all lessons learned. People become anxious to tap and share wisdom across the team. People learn to fail fast without fear of repercussion in what is truly a learning environment.

In a coaching culture, it is common practice to involve everybody affected by the change in the decision to make the change, and certainly in the implementation planning. Coaching is the act of engaging people in safe dialogue where they are expected to respectfully share their candid concerns, ideas, and points-of-view so that they experience feeling part of the process and being valued as a partner.
HR Systems are Aligned and Fully Integrated

Human resource systems are comprised of talent acquisition, orientation, training, performance evaluation, promotions, recognition programs, and compensation. Coaching must be fully integrated into all the systems that impact people.

Most organizations today have articulated organizational values that hang on the boardroom wall. Coaching cultures actively embrace and use their espoused core values as a compass to guide people and business decisions. Members of the culture are expected to observe and coach their colleagues on the extent their colleagues’ observed behaviors are congruent with the core values and guiding behaviors. This makes values relevant, useful, and meaningful to the organization.

Coaching cultures use 360 processes to gather feedback on a regular basis. All members of the culture have personal development plans that are taken seriously, reviewed annually, and serve to significantly impact the effectiveness of individuals and teams.

Job descriptions include a clear description of relevant coaching skills required to be successful in the job. Everyone is expected to perceive themselves as a “coach practitioner” engaged in continuous learning about what it means to be a coach.
The Organization Has a Common Coaching Practice and Language

We define coaching as “the process of helping others enhance their effectiveness…in a way they feel helped.” This comprehensive definition of coaching reflects the intention of the coach as well as offers guidance in how to organize and conduct the coaching conversation. Coaching cultures adopt a singular approach and methodology so the culture has an easily recognized, commonly understood approach. Why is this important?

If an entire culture has a shared understanding of HOW to coach, then the coaching conversations are more easily started and sustained between people. The mystery is removed. People can connect easily and communicate with fewer distractions, making the communication much more effective. This increases the likelihood that more people will start getting more of what they want, and less of what they do not want.

The Emerging Results

Organizations have seen the powerful impact on the effectiveness of Executives who retain external Executive or utilize internal Business Coaches. They are also beginning to connect-the-dots and extrapolate the incredible power of an organization whose capacity for growth and change is enhanced through the systematic practice of coaching.

Crane Consulting is actively engaged with several leading organizations that are focused on creating their own coaching culture. We see this work as the nexus of BOTH continuing external coaching with Executives AND showing their organizations how to coach one another. Rather than reduce or eliminate the role of Executive Coaches, this transformational organizational work actually provides Executive Coaches more to work with their executive clients on…how THEY become coaches for the teams they have the privilege of leading!

This article first appeared in Business Coaching Worldwide (Premier Issue 2005, Volume 1, Issue 1).

Thomas Crane, M.B.A.

Thomas Crane, M.B.A., is an experienced OD consultant, coach, author, and speaker who specializes in working with leaders and their teams to build “feedback-rich coaching cultures” that create and sustain true “high-performance.” His book, The Heart of Coaching, is published by FTA Press, San Diego, CA. His next book, “Creating Coaching Cultures — The Next Wave” will be available in the fall of 2005. Read more about Tom’s work at www.craneconsulting.com.

Measuring ROI? In business coaching? Yes and yes.
Isn’t this just a fad? Isn’t this impossible? No and no.

As more and more organizations use business coaching as a human resources, performance improvement, and leadership development approach, many executives question its value, particularly as coaching expenditures grow. Whether the engagement takes place in the context of an internal department for coaching or through arrangement with a business coaching firm, coaching assignments and commitments are planned and executed with good intentions. Unfortunately, however, not all coaching engagements produce the value desired by either the individual being coached (participant) or the sponsor who often pays for it. It will be increasingly important that business coaches measure a significant return on investment (ROI) and show the value of business coaching in terms that managers and executives understand.

It’s Not a Fad . . .
Measuring ROI enjoys a history of nearly thirty years of application in a variety of human resource and performance improvement processes and across the full spectrum of industries and organizations. Thousands of trained practitioners implement an ROI process in their own settings and thousands of impact studies are generated annually worldwide. The methodology is the subject of many books in many languages.

It’s Not Impossible . . .
Successfully measuring ROI for business coaching involves much more than simply assessing results achieved. The most effective ROI processes involve four phases: planning, data collection, data analysis, and reporting.

In the planning phase the coach, the person being coached, his or her manager, and the sponsor (client organization) agree on the evaluation plans and establish a baseline for expectations.

The data collection phase occurs in two time frames. Data is collected first during the coaching experience and then at the conclusion of the engagement or at an appropriate follow up time. The data collected include satisfaction and reaction, learning, application and implementation, business impact, and ROI. See Figure 1.

Evaluation Levels
Level	Measurement Focus
1. Reaction & Planned Action	Measures participant satisfaction with the coaching experience and captures planned actions
2. Learning	Measures changes in knowledge, skills, and attitudes
3. Application and Implementation	Measures changes in on-the-job behavior and progress with application
4. Business Impact	Captures changes in business impact measures
5. Return on Investment	Compares coaching engagement monetary benefits to the program costs

Figure 1 – The Levels of Data

The third phase in the ROI Methodology–data analysis— isolates the effects of the coaching on the business. The process includes converting data to monetary values using conservative figures (higher figures for costs, lower figures for benefits), capturing costs, calculating the return on investment, and identifying intangible measures and benefits.

Phase four–reporting–requires reaching conclusions, generating reports, and communicating the information to target groups. This new knowledge affords all involved–from the coach and the person being coached to upper level executives in the client organization–the ability to assess the value of the coaching engagement and the opportunity to make adjustments going forward.

Final Thoughts . . .
Developing the ROI in business coaching is not a fad, and it’s not impossible. Measuring ROI in business coaching is, and will increasingly become, an imperative for organizations and coaching firms pursuing the highest standards of accountability.

This article first appeared in Business Coaching Worldwide (Premier Issue 2005, Volume 1, Issue 1).

Jack J. Phillips, Ph.D

Jack J. Phillips, Ph.D, is a world-renowned expert on measurement and evaluation, chairman of the ROI Institute, and consultant to many Fortune 500 companies. He facilitates workshops for major conference providers throughout the world. His most recent books are Proving the Value of HR (SHRM, Winter 2005) and Investing in Your Company’s Human Capital (AMACOM, Spring 2005). Find out more about Jack’s work at http://www.roiinstitute.net.

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Chartered Business Coach^® (ChBC^®)

ChBC is an evidence-based WABC credential held by professionals around the world. As a highly coveted, world-class distinction, ChBC positions you as being among the best of the best in the business coaching profession worldwide. ChBC demonstrates your significant impact and influence with your senior expertise, specialized knowledge and professional competence to take on the most challenging business coaching engagements.

Overview

Chartered Business
Coach^® (ChBC^®)

Demonstrate your significant impact and influence with your senior expertise, specialized knowledge and professional competence and take your place among the top of the field as a chartered business coach.

As the first-ever chartered status for business coaching professionals, WABC’s Chartered Business Coach (ChBC) credential is the industry’s most coveted credential designed exclusively for elite business coaches.

Chartered-level business coaches are senior business coaching professionals who have achieved senior expertise, specialized knowledge and professional competence. As a leading member of the business coaching community, ChBC affords you the opportunity to share your learning and confirm your role as an influential thought leader in the field. Regardless of what professional role you have (e.g., leader, manager, internal or external business coach, external consultant), if you’re doing business coaching at this level, WABC offers its Portfolio Pathway as the exclusive route to become a ChBC.

Once you earn ChBC, you will also become part of our global community, where professional business coaches from across the globe come together to enhance their skills, expand their professional networks and influence the business coaching industry more broadly.

Up NextEligibility

ELIGIBLE CANDIDATEs

ChBC is Designed for Chartered Business Coaches

ChBC gives you a superior competitive edge, and tells the market you have achieved a very senior level of specialized knowledge and professional competence to apply business coaching in a wide variety of contexts.

The ChBC credential is for individuals who are extremely experienced in business coaching, who support leaders on the most complex business challenges, and who want to position themselves at the top of business coaches in their field.

Because WABC credentials specifically prepare you for coaching to support businesses or organizations, an appropriate professional background from working within businesses and organizations is essential to ground your training in real-world situations. Your professional experience is the foundation for pursuing a WABC credential.

SNAPSHOT: ChBCs tend to have a minimum of 15-20 years of business coaching experience, and a minimum of 20-25 years of business and organizational experience.

ChBC may be right for you if:

You’re an internal business coach working at the highest levels of leadership providing the same level of service expected of external coaches within the confines of your own organization, or
You’re an external business coach providing services across a range of organizations and at the highest levels of leadership, and
You have a minimum of 10 years of business coaching experience (15 years or more is ideal), plus a minimum of 20 years of business and organizational experience, and
You also possess:
- The ability to demonstrate an in-depth knowledge of business coaching, professionalism, leadership and significant achievements in the field, and a commitment to contributing to your and others’ professional development
- The ability to evidence significant profile within the field
- A reflective ability to meet the WABC Portfolio Pathway high assessment standards.

Go BackOverview Up NextBenefits

TOP BENEFITS

Why ChBC

CREDIBILITY

Gain credibility with a specialized and highly coveted, world-class distinction

CONTRIBUTE

Contribute your senior expertise, specialized knowledge and research to the business coaching profession

INFLUENCER

Take your place among the best of the best and broaden your impact as an influential business coach

Go BackEligibility Up NextOutcomes

LEARNING OUTCOMES

What You’ll Know How to Do

As a ChBC, you embody the highest level of professional practice, and contribute significant influence and leadership within organizations and the business coaching industry.

By engaging your specialized knowledge and professional competence, you’re able to apply business coaching in a variety of contexts, the outcomes of which may be unpredictable.

You also exercise substantial personal autonomy along with significant influence, leadership and contribution within your organization, the profession or academic settings.

As a ChBC, among other things, you’ll know how to:

Demonstrate your specialized knowledge and elite professional competence
Illustrate your use of broad sources of critical information and original knowledge
Apply business coaching in a wide variety of contexts, the outcomes of which may be unpredictable
Exercise substantial personal autonomy and significant influence, leadership and contribution within your organization, the profession or academic settings
Self-reflect and synthesize learnings gathered throughout your professional development, including career-spanning experiences, influences, leadership, and education

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EARN ChBC

Your 3 Steps

STEP 1

Ensure ChBC is the Right Credential for You

The business coaching credential you choose will be based on your previous coaching experience, skill level, ambition, professional development goals and your client needs.

Let’s ensure ChBC is right for you:

Review Chartered Business Coach® (ChBC®) Standards for eligibility
Compare against all business coaching credentials for further guidance

STEP 2

Enroll in the WABC Portfolio Pathway

WABC Portfolio Pathway is the exclusive route for you to earn ChBC.

Our Portfolio Pathway is for eligible professionals who enjoy self-directed learning. Portfolio completion requires submitting and passing your ChBC Candidate Portfolio representing your professional business coaching performance. Offered directly by WABC, your suitability is determined via an exploratory screening stage.

When You Join WABC: You will join before registration in the Portfolio Pathway as a WABC Full Member^™.

Upcoming WABC Accredited Programs

Start Date	Provider	Program	Format	Location	Language
The new WABC Portfolio Pathway was introduced on Oct 17, 2025. We're fortunate to have an extensive waiting list, so if you're on it, we'll be re-connecting with you as soon as possible. Please contact WABC if you're visiting here for the first time and would like to explore our Portfolio Pathway.	TBA	TBA		International	English

STEP 3

Earn ChBC

You’ll become a Chartered Business Coach once you:

Successfully complete your WABC Portfolio Pathway (receive a ChBC Candidate Portfolio Pass), and
Meet the Chartered Business Coach (ChBC) Standards, and
Complete the final administrative needs (e.g., purchase your WABC ChBC Promo Package) by the required deadline.

RE-CERTIFICATION

ChBC is a renewable credential, so to maintain it you’ll meet several ongoing requirements.

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FREQUENTLY ASKED QUESTIONS

Learn Even More

Getting Your Credential

What are all the fees associated with earning my ChBC?

Earning your ChBC involves the following fees:

WABC Portfolio Pathway*
WABC Membership (minimum required level is WABC Full Membership^™)**
WABC ChBC Promo Package**

*See the WABC Portfolio Pathway information provided to you

**See WABC Full Membership

Maintaining your ChBC: Please see “Maintaining Your Credential” below.

What do you mean when you say “no prerequisite credential required?”

Each WABC credential is intended to be a stand-alone credential, which enables business coaches to pursue the credential that is right for their ambition, professional goals and client needs at any point in their careers.

Our non-linear training approach is purposefully designed to suit the diverse needs of business coaches with flexible and responsive learning options and credentials.

How long after passing the WABC Portfolio Pathway do I have to complete the final administrative needs to earn ChBC?

You have one year from your ChBC Candidate Portfolio pass date.

What if my WABC Membership expires before I complete my WABC Portfolio Pathway? Can I still earn ChBC?

Being a current WABC Full Member^™ is among requirements to enroll in the WABC Portfolio Pathway, so you’re expected to keep your membership in good standing at all times. If you allow your membership to lapse prior to your Portfolio Pathway completion, you’ll be required to rejoin WABC at the required level and pay the associated fees before receiving your ChBC.

Maintaining Your Credential

What is certification?

Certification is a voluntary process by which a nongovernmental body recognizes an individual who has successfully met predetermined qualifications. As an advanced, evidence-based credential, ChBC falls within this type of qualification

What is unique about a professional certification credential?

It is the most rigorous level of professional credentialing available for individuals. Professional certification credentials that follow industry best practice require validation, carry re-certification requirements and are subject to revocation. ChBC adheres to these best practices.

Why do I have to re-certify my ChBC?

ChBC is a professional certification which means it is a “working or applied” credential. Unlike certificates and degrees which transfer knowledge and skills, professional certifications measure how an individual uses knowledge and skills in real-life situations. By certifying that the holder is able to currently practice at a certain level, certification maintains public trust in the delivery of service.

For a professional certification credential to remain valid, the holder must stay relevant with current practice and theories. That’s why it’s a certification best practice for holders to meet ongoing requirements, such as continuing professional development, to maintain their certified credentials.

Are there fees to maintain my ChBC?

Yes, to maintain your ChBC, there are two ongoing requirements which both require fees:

Renew Your WABC Membership Every Year: Remain a WABC member in good standing as, at least, a WABC Full Member^™, and
Re-certify Your WABC Credential Every 5 Years: Submit and pass your Professional Development (PD) Record five years from the date you graduated from your WABC Accredited Program or successfully completed your WABC Portfolio Pathway, and every five years after that.

What if I plan to take a sabbatical?

Taking a sabbatical during your career may affect your ChBC credential.

ChBC STANDARDS

Can my ChBC credential be revoked?

Yes, your ChBC credential can be revoked under certain circumstances.

ChBC STANDARDS

Promoting Your Credential

How can I promote my ChBC credential?

As a Chartered Business Coach, you’ll receive your personalized WABC ChBC Promo Package (digital package including a letter, certificate, badge and personalized verification page) enabling you to promote your credential on websites, email signatures and other marketing materials.

How do I properly list my ChBC credential?

The Chartered Business Coach (ChBC) credential must be listed in a specific way. Please log in to your dashboard for further guidance and access to your WABC ChBC Promo Package.

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COMPARE CREDENTIALS

All WABC Business Coaching Credentials

Each WABC business coaching credential is intended to be a stand-alone credential. The credential you choose will be based on your previous coaching experience, skill level, ambition, professional development goals and your client needs.

Go BackFAQS

THE MARK OF DISTINCTION

WABC Accredited^® Means Better Business Coaching

When you earn any of WABC’s credentials for business coaches—RCC^™, CBC^™, CMBC^® or ChBC^®—you will enroll in a WABC Accredited program. All WABC Accredited programs undergo rigorous independent initial assessment, and providers are regularly reviewed to ensure they continue to meet our standards of excellence. This ensures their programs continue to be relevant to the market and meet our exacting global standards for business coach training programs.

ChBC TESTIMONIALS

In Their Own Words

Business coaching is a unique and distinct offering, requiring specific competencies, ethical considerations and approaches. WABC recognizes those working in this way accordingly.

— Marc Kahn

United Kingdom

WABC is the longest standing worldwide organization that focuses exclusively on business coaching. Other coaching associations bundle life coaching and business coaching together in a rather confused stew.

Business coaching is a unique and distinct offering, requiring specific competencies, ethical considerations and approaches. WABC has not only understood this from the start, but has built a framework of accreditation that recognizes those working in this way accordingly.

With the variety of credentials available through WABC, I can continue my professional development at every stage of my career.

— Trish Candler

United States

I have been associated with WABC since 2010 when I chose to pursue the Registered Corporate Coach^™credential. A WABC credential best suits my needs because this association continues to stand out as the leading global authority on business coaching, complete with evidence-based standards and best practices.

Having a formal, globally recognized business coaching credential is important to me since I use business coaching practices daily within my international association. With the variety of credentials available through WABC, I can continue my professional development at every stage of my career. I’ve now also achieved WABC’s highest credential, Chartered Business Coach^®, which reflects the high level of coaching and client engagement that I now practice.

My relationship with WABC is enhanced by my relationship with its founder, Wendy Johnson. She lives the values embodied within the WABC ethics, integrity and competencies. Her guidance, wisdom and perspective are anchors for my continuous growth as a member, and I am inspired to think bigger and better while always pursuing excellence. Wendy is a trusted colleague and I am so grateful to know her through WABC.

WABC’s ChBC^® grants clients that I have the specialized expertise and knowledge required to be at the pinnacle of my profession.

— Luca de Gaudenzi

Italy

Earning WABC’s Chartered Business Coach^® (ChBC^®) involved the opportunity to consider my practice in a safe physical and mental space where I could take stock of my life and explore my agenda. This is a crucial aspect of a leadership development program that incorporates self-discovery principles while capturing emerging awareness. The combination of thorough research, theory linked to practice and a reiterative writing process deeply reinforced my bridge-builder identity in various disciplines (coaching, consulting, counseling and psychoanalysis) and my identity as a business coach able to deal with change at both personal and organizational levels. Even more, the ChBC^® process offers a virtual work-based learning methodology that is at the forefront of adult learning and now, more than ever before, this is a strength of this credential.

WABC’s ChBC^® grants clients that I have the specialized expertise and knowledge required to be at the pinnacle of my profession. The re-certification process every five years also allows coaches to demonstrate they have kept their learning and practice up to date.

WABC is the only coaching association to set standards exclusively for business coaching throughout the world, and it has been my go-to source for consideration of best practice.

— Phyllis Campagna

United States

WABC is the only coaching association to set standards exclusively for business coaching throughout the world, and it has been my go-to source for consideration of best practice in my business coaching endeavors. I appreciate the exquisite attention to detail, singular focus and evidence-based rigor this association provides to its practitioners. Although there are many fine associations in the coaching industry, for my professional needs, WABC is the best source for me.

That excellence is due primarily to its founder, Wendy Johnson. Wendy is passionate about ‘good business’ in every form and business coaching in particular. She knows more about coaching than most of us in the industry ever will, and yet makes it her goal to continue to learn more each day. Aside from the outstanding association she’s built, I enjoy working with Wendy because she exemplifies the qualities I admire most—integrity, trustworthiness, commitment to excellence and a kind heart. I recommend her unreservedly, both as a businesswoman and as a person.

I am an advocate for WABC as there is a beautiful clarity that sits at the essence of all they do—they serve the needs of business coaches.

— Sam Humphrey

United Kingdom

Having been in the coaching business for nearly 20 years, I have seen the coaching sector grow exponentially and witnessed the rise of many professional bodies. I am an advocate for WABC as there is a beautiful clarity that sits at the essence of all they do—they serve the needs of business coaches. This is in a large part to the clarity of leadership provided by Wendy Johnson, unwavering in her vision and boundaries about WABC’s place in the coaching world.

As a professional business coach, I can tell my clients that I am a member of a credible business coach professional body which acknowledges and recognizes the needs of coaches working in their sector. I have found the experience of re-certification a rigorous and provocative activity which has had me reflect meaningfully on my coaching practice. The benefit of this is being able to tell my clients, with integrity, that I have earned the right and provided the evidence to retain my WABC certification which is additive to my business coaching credentials.

WABC’s ChBC^® is recognized as the leading credential for business coaching and has opened doors for me with organizational and individual clients alike.

— Paul F.

United States

WABC represents the highest quality programs and credentials in the industry. As the coaching profession, business, and life in general continue to grow and change at a rapid pace, the need for ongoing professional standards, ethical practices, and robust learning have never been more important. WABC is the premier service provider in the field and, having earned my Chartered Business Coach^® (ChBC^®) credential, I can attest to their rigor and validity. WABC’s ChBC^® is recognized as the leading credential for business coaching and has opened doors for me with organizational and individual clients alike. WABC’s re-certification process offers the same rigor as the intensive initial certification, and ensures those who hold the credential continue to meet the highest standards in the field, ensuring practitioners align with current best practice, engage in meaningful initiatives, and deliver expected results. If you are looking for a professional organization and supporting credentials that reflect the highest standards, look no further than WABC.

YOUR NEXT STEPS

Chartered Business Coach^®

ChBC^® positions you as being among the best of the best in the business coaching profession worldwide.

Become a ChBC^®

Let’s get started!

Find a listing of our programs below or reach out to us if you’d like some further guidance.

NEED SOME MORE GUIDANCE?CONTACT WABC

Ready to start?Enroll in a program

Explore All WABC Credentials

If ChBC^® isn’t quite the right fit for you, we’ll have a WABC credential that is.

Whether you are beginning your coaching journey (RCC^™), enhancing your professional services (CBC^™), mastering coaching specialties (CMBC^®) or taking on the most demanding coaching assignments in the market (ChBC^®), WABC has a credential to suit your ambition, professional goals and client needs.

ExploreChoose Your Credential

WABC Certified Master Business Coach^® (CMBC^®)

CMBC is an evidence-based WABC credential held by professionals around the world. As a highly esteemed, world-class distinction, CMBC positions you at the leading edge of your field in both expertise and training. CMBC enables you to confidently tackle complex goals that may impact broader business and organizational outcomes.