CEC
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CEC
The Certified Enterprise Coach program teaches professionals to design and execute enterprise-level coaching strategies, transformation initiatives, and systems interventions, enabling organizations to achieve sustained agility and performance.
Who Should Take This
It is intended for senior coaches, organizational development leaders, and executive consultants with at least five years of experience leading largeāscale change. These candidates seek formal recognition of their mastery, want to deepen expertise in enterprise agility assessment, and aim to influence Cāsuite strategy through evidenceābased coaching.
What's Covered
1
Domain 1: Enterprise Coaching Strategy
2
Domain 2: Organizational Transformation Design
3
Domain 3: Executive and Leadership Team Coaching
4
Domain 4: Systems-Level Intervention Design
5
Domain 5: Enterprise Agility Assessment
6
Domain 6: Coaching Practice Mastery
What's Included in AccelaStudy® AI
Adaptive Knowledge Graph
Practice Questions
Lesson Modules
Console Simulator Labs
Exam Tips & Strategy
20 Activity Formats
Course Outline
61 learning goals
1
Domain 1: Enterprise Coaching Strategy
4 topics
Transformation architecture design
- Apply transformation architecture principles to design multi-year enterprise agile adoption programs that account for organizational complexity, political dynamics, and change capacity.
- Analyze the readiness of an enterprise for agile transformation by evaluating leadership commitment, cultural receptivity, structural flexibility, and technical maturity.
- Design a comprehensive transformation strategy that sequences structural, cultural, and process changes across multiple organizational layers with built-in adaptation mechanisms.
Building internal coaching capability
- Apply coaching capability development strategies to build a sustainable internal coaching function including coach hiring, development paths, supervision structures, and career progression.
- Analyze the maturity of an organization's internal coaching capability by evaluating coach competency levels, coaching coverage, coaching impact metrics, and organizational coaching culture.
- Design a multi-year coaching capability roadmap that transitions from external coaching dependency to a self-sustaining internal coaching ecosystem with clear milestones and exit criteria.
Coaching governance and investment
- Apply coaching governance frameworks to establish coaching standards, engagement models, success metrics, and accountability structures across the enterprise coaching function.
- Analyze the return on coaching investment by evaluating team performance improvements, delivery metrics changes, employee engagement shifts, and business outcome correlations.
- Design a coaching investment strategy that allocates coaching resources based on organizational need, transformation phase, and expected impact to maximize transformation return.
Transformation measurement and adaptation
- Apply evidence-based transformation measurement including business agility metrics, cultural assessment instruments, and process maturity indicators to track transformation progress.
- Analyze transformation data to identify patterns of progress, stagnation, or regression and recommend strategic adjustments to the transformation approach.
- Design adaptive transformation dashboards that provide leadership with actionable insights for steering enterprise agile transformation based on leading and lagging indicators.
2
Domain 2: Organizational Transformation Design
4 topics
Culture change methodology
- Apply culture change methodologies to shift organizational beliefs, behaviors, and norms from command-and-control patterns to agile-enabling collaborative cultures.
- Analyze organizational culture at multiple levels including espoused values, observable behaviors, and underlying assumptions to identify the deepest leverage points for cultural transformation.
- Design a culture change strategy that addresses artifacts, behaviors, and underlying assumptions simultaneously, using visible quick wins to build momentum for deeper cultural shifts.
Structural reorganization for agility
- Apply organizational restructuring approaches to redesign reporting lines, team boundaries, and governance structures that enable agile delivery without destroying existing organizational knowledge.
- Analyze the impact of structural changes on people, including job role redefinitions, career path disruptions, and power shifts, to evaluate the human cost of reorganization.
- Design reorganization strategies that minimize disruption, preserve institutional knowledge, and create structures optimized for cross-functional value delivery.
Process redesign at enterprise scale
- Apply process redesign techniques to transform enterprise processes including budgeting, governance, performance management, and procurement to support agile ways of working.
- Analyze enterprise processes to identify where bureaucratic overhead, approval chains, and compliance requirements create bottlenecks that undermine agile team effectiveness.
- Design lightweight enterprise processes that maintain necessary governance and compliance while removing impediments to agile delivery speed and team autonomy.
HR and people practices transformation
- Apply agile-compatible people practice redesign including team-based performance assessment, skill-based career paths, collaborative hiring processes, and growth-oriented feedback systems.
- Design HR transformation strategies that align people practices with agile values, replacing individual performance rankings with team effectiveness measures and growth conversations.
3
Domain 3: Executive and Leadership Team Coaching
4 topics
C-suite coaching
- Apply executive coaching techniques tailored to C-suite leaders including helping them understand their role in transformation, shift mental models, and develop agile leadership behaviors.
- Analyze the unique challenges of coaching executives including time constraints, ego dynamics, political pressures, and the isolation of senior leadership to design effective coaching approaches.
- Design executive coaching programs that develop agile leadership capability across the senior leadership team, creating a critical mass of transformation-supportive leaders.
Leadership team alignment
- Apply leadership team coaching techniques to align the executive team on transformation vision, strategy, and behavioral expectations including resolving conflicting priorities.
- Analyze leadership team dynamics including competing agendas, power imbalances, and communication breakdowns to identify intervention points for improving alignment.
- Design leadership team development programs that build collaborative decision-making, shared accountability for transformation outcomes, and mutual coaching among executives.
Board and governance coaching
- Apply coaching techniques to help boards of directors and governance bodies understand agile transformation implications for reporting, risk management, and strategic oversight.
- Design governance evolution strategies that help boards shift from detailed project oversight to outcome-based portfolio governance that supports agile delivery models.
Developing agile leadership pipelines
- Analyze the current state of agile leadership capability across organizational levels to identify gaps, succession risks, and development priorities for the leadership pipeline.
- Design a comprehensive agile leadership development program that builds capability at all levels from team leads through executives, with clear progression paths and competency frameworks.
4
Domain 4: Systems-Level Intervention Design
4 topics
Organizational diagnostics
- Apply organizational diagnostic frameworks to assess enterprise readiness, identify systemic impediments, and map the interconnected factors that shape transformation outcomes.
- Analyze diagnostic data from multiple organizational perspectives including structure, culture, process, technology, and people to develop a holistic understanding of the enterprise system.
- Design diagnostic approaches that engage organizational members as co-researchers, building ownership of findings and commitment to change from the diagnostic process itself.
Large-scale facilitation
- Apply large-scale facilitation methods including Open Space Technology, World Cafe, Appreciative Inquiry summits, and Future Search to engage hundreds of participants in transformation activities.
- Design large-scale intervention events that create shared understanding, build collective commitment, and generate actionable transformation initiatives across organizational boundaries.
Multi-stakeholder alignment
- Apply multi-stakeholder alignment techniques to bring together diverse organizational groups with competing interests around shared transformation goals and coordinated action plans.
- Analyze stakeholder conflict patterns at the enterprise level to identify structural causes, misaligned incentives, and communication gaps that prevent transformation alignment.
- Design stakeholder alignment strategies that create win-win outcomes, build trust across organizational silos, and maintain alignment through ongoing transformation challenges.
Shifting organizational patterns
- Analyze deeply embedded organizational patterns including blame culture, hero worship, deadline-driven delivery, and siloed thinking to identify the mechanisms that perpetuate them.
- Design pattern-interruption strategies that disrupt entrenched organizational behaviors through structural changes, new rituals, altered incentives, and leadership modeling.
5
Domain 5: Enterprise Agility Assessment
3 topics
Agility maturity models
- Apply enterprise agility maturity models to assess organizational capability across dimensions including technical practices, delivery processes, leadership behaviors, and cultural norms.
- Analyze the limitations of maturity models including the risk of checklist mentality, gaming metrics, and confusing maturity with effectiveness to ensure assessments drive genuine improvement.
- Design a custom assessment framework tailored to the organization's context that measures genuine agility indicators rather than superficial practice adoption.
Business agility metrics
- Apply business agility metrics including market responsiveness, innovation rate, employee engagement, customer satisfaction, and operational efficiency to measure transformation impact.
- Analyze the correlation between agile practice adoption and business outcome improvements to determine whether transformation is generating real value or just process change.
- Design a balanced measurement system for enterprise agility that combines process metrics, people metrics, and business outcome metrics to provide a complete picture of transformation progress.
Benchmarking and comparative assessment
- Apply benchmarking techniques to compare organizational agility against industry peers, best-in-class examples, and the organization's own historical baseline.
- Analyze benchmarking data critically to account for context differences, survivorship bias, and the danger of copying practices without understanding the conditions that made them effective.
- Design an evidence-based case for enterprise agile transformation investment that uses assessment data, benchmarks, and projected business outcomes to secure sustained executive commitment.
6
Domain 6: Coaching Practice Mastery
4 topics
Advanced coaching techniques
- Apply advanced coaching techniques including gestalt-based interventions, narrative coaching, somatic awareness, and systemic constellation work to address complex organizational dynamics.
- Analyze the appropriateness of advanced coaching modalities for different organizational contexts, recognizing when specialized techniques add value versus when simpler approaches suffice.
Supervising and developing coaches
- Apply coaching supervision techniques to support the development of team coaches and organizational coaches, helping them navigate challenging engagements and grow their competence.
- Analyze coaching team effectiveness by evaluating coaching approaches, consistency, impact, and professional development needs across the coaching function.
- Design a coaching excellence program that elevates coaching quality across the organization through competency frameworks, peer review, supervision, and continuous learning opportunities.
Building coaching cultures
- Apply coaching culture development techniques to embed coaching behaviors into leadership practices, team interactions, and organizational norms beyond the formal coaching function.
- Design a coaching culture strategy that systematically introduces coaching skills at every organizational level, making coaching a fundamental leadership competency.
Thought leadership and profession advancement
- Apply thought leadership practices to synthesize enterprise coaching experience into frameworks, models, and published insights that advance the enterprise coaching profession.
- Design contributions to the coaching profession that include mentoring aspiring CECs, speaking at conferences, publishing case studies, and participating in professional standards development.
Scope
Included Topics
- All topics in the Scrum Alliance Certified Enterprise Coach (CEC) learning objectives: enterprise coaching strategy, organizational transformation design, executive and leadership team coaching, systems-level intervention design, enterprise agility assessment, and coaching practice mastery.
- Enterprise coaching strategy including designing multi-year transformation roadmaps, building internal coaching capability, establishing coaching governance, and creating sustainable change architectures across complex organizations.
- Organizational transformation design including culture change methodology, structural reorganization for agility, process redesign at enterprise scale, and integrating agile transformation with broader business strategy.
- Executive and leadership team coaching including coaching C-suite leaders through mindset shifts, facilitating leadership team alignment, coaching boards of directors on agility, and developing agile leadership pipelines.
- Systems-level intervention design including organizational diagnostics, large-scale facilitation, multi-stakeholder alignment workshops, and designing interventions that shift organizational patterns and behaviors.
- Enterprise agility assessment including maturity models, business agility metrics, transformation progress measurement, and evidence-based approaches to evaluating organizational agile capability.
- Coaching practice mastery including advanced coaching techniques, supervision of other coaches, building coaching cultures, and contributing to the advancement of the enterprise coaching profession.
Not Covered
- Team-level coaching techniques and individual team performance improvement covered by CTC certification.
- Foundational and intermediate Scrum framework knowledge covered by CSM, A-CSM, and CSP-SM certifications.
- Detailed scaling framework implementation mechanics covered by CASP certification.
- Technical engineering practices, software architecture, and DevOps tooling.
- Product management, product strategy, and product discovery at the team level covered by the Product Owner track.
- Training design and delivery mechanics covered by CST certification.
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