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Average cost of exam prep training: $495 | Certification exam fee: $795
Candidates for the RBLP Coach certification must be currently serving (or have served) as a manager. RBLP Coach candidates typically have 5+ years of relevant experience working as part of a team in a particular occupation or industry.
Managers are responsible for cross-functional project teams or organizational units with multiple first-line supervisors. These leaders plan, organize, coordinate, and improve the performance of their teams by aligning people, resources, and operations to achieve organizational objectives. They analyze performance and implement strategies aligned with broader organizational goals.
The RBLP Coach certification recognizes managers who coach teams through the cycle of experiential learning to solve problems, implement change, and continuously improve and innovate. RBLP Coaches encourage reflective practices, promote feedback loops, and implement systems that allow teams to learn from their experience by assessing both successes and challenges.
Candidates for RBLP Coach certification must complete:
The American Council on Education (ACE) recommends three (3) semester hours of credit at the upper-division baccalaureate level in Managerial Leadership for the RBLP Coach certification exam.
People who earn and maintain the RBLP Coach certification may use the RBLP-C designation and describe themselves as RBLP Coach certified.
Climate is the shared perceptions about attitudes and emotions that define a team. Climate can shift quickly based on the actions of leaders and team members. While culture reflects the deeper values and beliefs of an organization and changes only over time, climate is more immediate and directly felt. Positive climates are characterized by supportive attitudes and constructive emotions. Creating a positive climate improves morale, fosters creativity, and make people more open to new ideas. Creating a positive climate strengthens problem-solving, adaptability, and resilience, even when the broader organizational culture may not be ideal.
Leader Task 1: Analyze team climate.
Leader Task 2: Earn trust.
Leader Task 3: Treat people with respect.
Leader Task 4: Enforce accountability.
Leader Task 5: Encourage people to have fun.
Leader Task 6: Manage expectations about adversity.
Leader Task 7: Be there when the going gets tough.
Cohesion is the bond that keeps a team united and committed, even in the face of adversity. It develops through collaboration, mutual support, and the trust that comes from depending on one another. Cohesion has two dimensions: social cohesion, which reflects the strength of relationships and sense of solidarity among team members, and task cohesion, which reflects how effectively a team works together to achieve shared goals. Both evolve over time, strengthening teamwork and resilience. When teams are cohesive, they are more flexible, creative, and capable of solving problems and overcoming challenges together.
Leader Task 1: Analyze team cohesion.
Leader Task 2: Organize people to work in teams.
Leader Task 3: Promote trust between team members.
Leader Task 4: Ensure mutual respect between team members.
Leader Task 5: Keep the team informed.
Leader Task 6: Keep people focused on the mission during adversity.
Leader Task 7: Talk about setbacks.
Purpose is the desire and determination that drives people to create a meaningful and fulfilling future, often through their work. In the workplace, providing purpose means enabling individuals to reach their full potential by supporting both personal and professional growth. Leaders play a key role by challenging people to develop the skills, knowledge, and experience that enrich their lives and careers, while also connecting their contributions to the organization’s larger goals. When people feel a sense of purpose, they are more motivated, committed, and resilient – better able to solve problems, adapt to challenges, and embrace new ideas.
Leader Task 1: Analyze individual purpose.
Leader Task 2: Demonstrate character.
Leader Task 3: Show genuine concern for people.
Leader Task 4: Encourage individual learning.
Leader Task 5: Delegate responsibility.
Leader Task 6: Empower decision-making.
Leader Task 7: Train the team.
Work is a team sport. Team learning is a continuous cycle of experiencing, reflecting, deciding, and acting together to improve, innovate, and solve problems. Leaders coach their teams through this cycle of experiential learning. Every experience a team has can be learned from by reflecting on what happened and why. This critical examination then informs decision-making about what needs to change. Those decisions are followed by action, where teams put plans into motion. This cycle repeats as each action creates new experiences, ensuring that learning never stops. Team learning is the foundation of organizational learning.
Leader Task 1: Analyze team learning capacity.
Leader Task 2: Set collective goals for teams.
Leader Task 3: Encourage constructive dialogue.
Leader Task 4: Build new mental models.
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