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In today’s dynamic professional landscape, organizations and leaders are seeking morn just technical expertise—they want transformational influence. The Vanguard Professional Coaching Certification (VPCC) is our signature ICF (International Coaching Federation) Level 1 (ACC-path) coaching course, designed to empower leaders at any level to elevate their impact through professional coaching. What Is the VPCC? A foundational Leadership Development and ICF Level 1 coaching course offered in two formats: - 61-hour executive track - 80-hour comprehensive track, aligned with Army credentialing requirements Delivers the targeted 60 (or 80) coach education hours by aligning with the 8 Core Competencies outlined by the International Coaching Federation. Who Is It For? Designed for anyone committed to leadership growth—whether corporate leaders, HR professionals, military officers, coaches, consultants, or entrepreneurs. Ideal for those seeking to coach professionally or introduce coaching cultures within their organizations. What You’ll Gain ICF Credentialing Pathway The VPCC is an ICF Level 1, 80-hour program that meets the requirements for participants to pursue the ICF Associate Certified Coach (ACC) credential and the Board Certified Coach (BCC) credential. Comprehensive Coaching Training Learn and apply the Vanguard XXI 5-Step Coaching Model while mastering ICF Coaching Competencies and Ethical Standards to become a highly effective professional coach. Flexible Learning Format The course includes virtual and in-person instruction, making it accessible to professionals from different industries and locations. Holistic Leadership Development Participants grow as transformational leaders using David Kolb’s Experiential Learning Cycle, ensuring deep learning through real-world experiences, reflection, and hands-on application. Mentor Coaching for ICF Credentialing Includes 10 hours of mentor coaching to refine coaching techniques and ensure participants are prepared for the ICF ACC credentialing process. Practice Makes Permanent Participants will have the opportunity to practice the ICF coaching competencies and the Vanguard XXI coaching model through several coaching triads during the course. Course Overview & Discounts Upcoming Cohorts (Columbus, GA): Sep 15–19, 2025 (VPCC 3‑25) Nov 3–7, 2025 (VPCC 4‑25) Discounts: Early Bird 1 (90 Days Out) – 10% off Early Bird 2 (60 Days Out) – 5% off UM/FUM/VUM – 10% off Buddy Discount (register together with three or more) – 10% off Why Choose the VPCC? Accredited by ICF and approved for Army Credentialing Assistance, including PDSI A3B/A4B credits. Delivered from a world-class leadership environment at the National Infantry Museum—rich with historical and strategic resonance. Supported by seasoned facilitators, including leaders like Dr. Anthony Randall, Dr. Phil McKinney II, Dr. Kim Zovak, Court Whitman, Mike Rauhut, and Brett Funck (all PCC/MCC level coaches), who will guide you through deep experiential learning. Join the VPCC Community Transform your leadership, build critical coaching competencies, and drive organizational impact. 👉 Request a free consultation or register today! https://www.vanguardxxi.com/vpcc  Invest in your leadership—become the coach and catalyst your organization needs.

Transforming Leaders. Forging Excellence. At Vanguard XXI, we don’t just train leaders—we shape transformative ones. Our coaching team is composed of deeply experienced professionals from the military, business, education, and nonprofit sectors. What unites us is a shared mission: to transform leaders, forge excellence, and win. Meet Our Coaching Team Dr. Anthony Randall President & Founder, ICF Professional Certified Coach (PCC) Dr. Randall is a transformative leader and the visionary behind Vanguard XXI. With over 17,000 professionals coached across the U.S. Army, Special Operations, MLB, Fortune 100/500 companies, and higher education, he brings a rare depth of experience and a commitment to ethical leadership development. Mike Wall Senior Vice President of Business Development, Vanguard XXI Leadership Coach A retired Lieutenant Colonel with 28 years in military and defense industry roles, Mike is a passionate servant leader focused on cultivating high-functioning, cohesive teams. His visionary leadership and relational approach drive business growth and organizational cohesion. Dr. Phil McKinney II Senior Vice President of Operations, ICF Professional Certified Coach (PCC), Executive & Mentor Coach Phil is a seasoned leader in ministry, higher education, and leadership development. With expertise in coaching, spiritual direction, and counseling, he brings 30+ years of experience and certified training in DISC, EIQ, and Prepare/Enrich assessments to support individuals and teams on their growth journeys. Brett Funck (PCC) Former military leader and course facilitator whose post-service work in coaching and talent management reflects his dedication to developing others through tested leadership principles. Rick Mattson (ACC) With 25+ years in global corporate leadership, Rick is an award-winning strategist and instructor, specializing in organizational transformation, strategy management, and high-performance team development. Javier Lopez (ACC) A retired Army battalion commander, Javier brings over 20 years of expertise in leader development, curriculum design, and organizational growth—now coaching leaders to reach peak potential. Damien Mason A dynamic communicator and Special Operations veteran, Damien leverages his 26 years of military experience to empower individuals and organizations in high-stakes environments. Dr. Art Finch An operational and clinical psychologist, Art is a national expert in executive assessment, team optimization, and personality-driven leadership development. His work supports elite teams across military, federal, and corporate domains. Court Whitman (PCC) Director of Mentor Coaching, Court brings 2,000+ hours of coaching experience to help leaders tackle complexity and drive meaningful results in high-performance contexts. Dr. Kim Zovak (MCC) Kim is a global leadership consultant and coach passionate about multiplying impact. Her expertise supports nonprofits in building cultures of coaching and leadership development. Mike Rauhut (PCC) Author, coach, and educator, Mike’s work spans life transitions, executive coaching, and team development. His influence extends to senior leaders in business, government, and the military. Our Collective Expertise The Vanguard XXI team comprises ICF-credentialed coaches (MCC, PCC, ACC) with over 10,000 collective coaching hours. Our diverse backgrounds span corporate leadership, military service, non-profit management, and higher education, enabling us to serve clients in high-performance environments, including executive C-suites, special operations, and professional sports. Why Vanguard XXI? Whether you’re a senior executive, a transitioning veteran, or a mission-driven organization, Vanguard XXI offers unmatched expertise in coaching, leader development, and organizational transformation. Our team is credentialed, combat-tested, boardroom-proven, and purpose-driven. Learn more about our team: vanguardxxi.com/our-team

Today’s workforce is more generationally diverse than ever before. In a single meeting, you might find Baby Boomers, Gen Xers, Millennials, and Gen Z—all bringing unique values, communication styles, and expectations to the table. The challenge? Avoiding friction and silos. The opportunity? Creating cross-generational strength through inclusive leadership. Here’s how high-impact leaders build cohesion across generations: 1. Seek Understanding Before Being Understood Each generation grew up with different influences—culturally, technologically, and economically. Boomers value loyalty and structure. Gen Z expects transparency and flexibility. Leading effectively starts with curiosity over judgment. Tip: Ask team members about their preferred communication style, feedback rhythm, and work priorities. You’ll be surprised how much alignment you can create just by listening. 2. Embrace a Coaching Mindset The command-and-control style of leadership doesn’t resonate equally across generations. Coaching creates a bridge. It fosters mutual respect, psychological safety, and empowerment—whether someone is 25 or 65. Tip: Leaders trained in coaching techniques often unlock deeper engagement, especially from younger generations craving development over direction. 3. Customize, Don’t Compromise Fairness doesn’t mean sameness. Offer flexibility where it matters—hybrid schedules, career paths, recognition methods—while maintaining a shared sense of accountability and purpose. Tip: One-size-fits-all leadership is outdated. The future is personalized and principled. 4. Leverage Cross-Generational Mentoring Knowledge-sharing goes both ways. Boomers bring institutional wisdom. Gen Z brings digital fluency and fresh perspective. Build intentional spaces where mentorship flows in all directions. Tip: The best leaders create ecosystems where every generation is both a teacher and a learner. Leading across generations isn’t about minimizing differences. It’s about maximizing connection. When you create a culture where every generation feels seen, heard, and valued—you don’t just improve retention or productivity. You unlock an intergenerational advantage. Are you leading with that mindset? 

ICF Coaching vs. Mentoring vs. Consulting: Why the Distinction Matters

In today’s ever-changing world, organizations that thrive are not just those with the best strategies or tools—they’re the ones that foster a mindset of continuous learning and adaptability. That’s where a growth mindset comes in. Coined by Dr. Carol Dweck, a growth mindset is the belief that abilities and intelligence can be developed through dedication, feedback, and effort. It stands in contrast to a fixed mindset, where people see talent as natural and unchangeable. If you’re looking to bring a growth mindset into your organization, here’s where to start: 1. Model It from the Top Change begins with leadership. Leaders must show what it looks like to take risks, make mistakes, and learn from them. Share stories of setbacks and lessons learned. Celebrate progress (no matter how small), not just results. When leaders admit what they don’t know and demonstrate a willingness to grow, it gives permission for others to do the same. 2. Make Feedback Normal (and Safe) Organizations with a growth mindset don’t just tolerate feedback—they search for it. Create a culture where feedback flows in all directions: top-down, bottom-up, and peer-to-peer. Safety is key. People need to know they can speak up, ask questions, or try new things without fear of embarrassment or retribution. 3. Recognize Effort and Learning, Not Just Outcomes Growth doesn’t always show up in numbers. Recognize behaviors like perseverance, curiosity, collaboration, creativity, and problem-solving—even when the results aren’t perfect. Shift your praise from “You’re a natural at this” to “Your hard work, determination, and strategy really paid off.” 4. Invest in Development Support your people’s growth with meaningful learning opportunities: coaching, mentorship, stretch assignments, and accessible leadership training programs. Give them room to expand their skills and explore new paths. And don’t just develop your top-level leaders. Develop your managers as they are often the ones who shape team culture day-to-day. 5. Reframe Failure In a growth mindset culture, failure isn’t the end—it’s data. As Thomas Edison once said, “I have not failed. I've just found 10,000 ways that won't work.” Ask: What did we learn? What would we do differently? What systems or assumptions need to be challenged? When teams are encouraged to experiment and iterate, innovation follows. Who knows what “lightbulb” is waiting to be discovered. Final Thoughts Cultivating a growth mindset in your organization isn’t about motivational posters or buzzwords. It’s about creating an environment where people are safe to learn, motivated to improve, and empowered to contribute. Start small. Start real. Start now. Because when your people grow, your organization grows with them.

For emerging and established leaders alike, stepping into positions of influence is both thrilling and deeply challenging. The pressure to perform, the responsibility to inspire, and the drive to create lasting impact demand more than skill—they require ethical clarity, emotional intelligence, and a deep commitment to character. At the core of ethical leadership lies trust. Trust that is earned, not assumed. Trust that is cultivated, not commanded. And just as vowels are essential for language to function, ethical principles are essential for leadership to resonate. Without them, communication falls flat, teams fracture, and progress stalls. Executive coaching, when grounded in ethics, becomes the catalyst that reinforces and sustains character-driven leadership. It equips leaders to move from reactive management to intentional influence—where every decision reflects integrity, empathy, and long-term vision. Here’s a coaching framework, built on the A, E, I, O, and U “vowels” of leadership, that illustrates this intersection: A – Assess with Integrity Great leaders don’t just assess performance—they assess influence. Ethical leadership starts with knowing who truly shapes the culture. Titles don't equal trust. Coaching helps leaders identify the quiet influencers who embody values, drive morale, and align with the mission. E – Enlist Trusted Allies Every ethical leader needs a circle of truth-tellers. A coaching culture fosters the development of teams grounded in integrity—people who challenge, support, and protect the mission. These “allies” speak truth, hold space for growth, and serve as a sounding board in complex decisions. I – Identify and Address Toxicity Ethical leadership doesn't mean tolerating destructive behavior under the guise of development. Some individuals undermine cohesion and values. Coaching empowers leaders to draw clear boundaries—develop the willing, but protect the whole by removing what threatens trust. O – Observe with Empathy Observation is more than oversight. It's the practice of empathetic leadership. Through coaching, leaders develop emotional intelligence to read both spoken and unspoken dynamics, understanding how culture is shaped in the hallways, not just in the handbooks. U – Utilize Coaching as a Culture When leaders utilize coaching as a daily practice—not just a program—they cultivate environments where feedback flows, growth is constant, and hierarchy gives way to empowerment. Ethical leadership thrives where coaching transforms how people think, communicate, and grow. Final Thought:  Ethical leadership and executive coaching aren’t separate ideas—they’re interconnected disciplines. One without the other creates gaps. But when combined, they build resilient teams, aligned cultures, and enduring trust. Buy the vowels. Lead with character. Coach with purpose. And build a legacy defined not just by success—but by how you got there.

Best Practices for Organizational Leadership By Dr. Anthony Randall

Inspire, Empower, and Elevate Your Team

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