EOA Coaches

Introduction

This handbook brings together the key guidance needed to build and support a strong EO Accelerator coaching experience. It combines the coach role description, recruitment and selection process, onboarding guidance, and coach check-in tools into one streamlined reference for Accelerator Chairs, staff, and coaches. Its purpose is to create consistency across chapters while still allowing local programs to adapt the experience to their specific needs.

1. Facilitate monthly Accountability Group meetings for 4–6 participants using structured agendas and discussion guides.
2. Drive accountability by helping participants set measurable goals, track progress, and commit to next steps aligned with the Scaling Up pillars: People, Strategy, Execution, and Cash.
3. Support and motivate participants through constructive feedback, encouragement, and a safe, confidential environment for peer learning.
4. Collaborate with the Accelerator Chair by sharing updates on participant progress, group dynamics, and emerging needs.
5. Engage with quarterly Learning Days and help participants apply key concepts back in their businesses and Accountability Group discussions.

EOA Coaches play a critical role in helping participants stay engaged, translate learning into action, and build momentum toward business growth. Coaches are expected to model professionalism, maintain confidentiality, and contribute positively to the overall chapter experience.

• Current EO member with a strong understanding of EO Accelerator and the challenges of scaling a business.
• Strong facilitation, communication, listening, and problem-solving skills.
• Commitment to mentorship, confidentiality, and creating an inclusive peer-learning environment.
• Availability to facilitate monthly meetings, attend Learning Days, join coach training and check-ins, and complete follow-up communication as needed.
• Expected term: 12 months, typically including one monthly Accountability Group meeting and additional preparation, follow-up, and coordination time.

A strong coach recruitment process helps ensure the right mix of commitment, experience, and facilitation ability. Ideal coaches are EO members who have scaled a business, are invested in developing others, and have the time to show up consistently for their group. Good candidates may include tenured EO members, members who have sold their business, or members with strong leadership capacity and the bandwidth to support participants over a full term.

1. Identify potential coaches through EO leadership, past coaches, chapter boards, and community recommendations.
2. Promote the opportunity through chapter communication channels and direct outreach.
3. Screen and interview candidates to assess availability, mentoring mindset, facilitation ability, and fit for the role.
4. Select coaches and confirm expectations, timeline, and support resources.
5. Provide onboarding materials, training access, Learning Day dates, and participant assignments before the term begins.

The onboarding process should prepare each coach to begin their term with clarity and confidence. Before starting, coaches should confirm expectations with the Accelerator Chair, review the role description, attend coach training, and become familiar with the key resources available through the coach resource hub. During the first month, coaches should connect with their assigned participants, schedule their first meeting, prepare agendas, and begin facilitating structured conversations around goals, challenges, and accountability.

• Before start: confirm role expectations, attend training, review materials, and receive participant assignments.
• Week 1: introduce yourself to participants and review their goals.
• Week 2: schedule the first meeting and prepare materials.
• Week 3: facilitate the first Accountability Group meeting and establish expectations.
• Week 4 and ongoing: provide feedback, share updates with the Accelerator Chair, and stay engaged between meetings.

Regular coach check-ins help maintain alignment, surface challenges early, and create space for shared learning across the coach community. These check-ins may be held monthly for higher-touch programs or quarterly in alignment with Learning Days. They should provide updates on program milestones, invite coaches to share wins and challenges, highlight best practices, and reinforce how coaches can prepare participants for upcoming Learning Days.

1. Welcome and program updates.
2. Coach feedback, wins, and current challenges.
3. Best practices and resource sharing.
4. Learning Day preparation and alignment.
5. Wrap-up, action items, and next steps.

Coaches should be equipped with practical tools that make meetings easier to run and participant progress easier to track. Recommended resources include meeting agendas, accountability trackers, progress tools, facilitation exercises, business planning templates, quarterly coach guides, and ongoing support from the Accelerator Chair. These materials should be organized in one central resource location so coaches can easily find what they need throughout their term.

• Meeting agendas and session templates.
• Goal trackers and accountability tools.
• Facilitation exercises and discussion prompts.
• Quarterly Learning Day guides and support materials.
• Chair support, training sessions, and peer coach best practices.