Silvio Celestino coaches executives and entrepreneurs since 2002.
He possesses international experience and certification in coaching. He was senior executive in national and multinational companies in the Information Technology field. Author of “Conversa de Elevador – uma fórmula de sucesso para sua carreira” (Elevator Talks – a success formula for your carreer) and “Diversity in coaching – Working with age, gender, culture and race”.
Senior Partner at Alliance Coaching – company specialized in Top Executives Coaching in Brazil and overseas.
Founder of “Enlevo – Training for Leaders” and former Vice-President of International Coach Federation Chapter São Paulo (Brazil).
Executive Coach of Presidents, CEO’s, Directors and Managers at organizations in Brazil and overseas.
Business administrator and System Analyst. Post-Graduated in Industrial Marketing by FGV – São Paulo (Brazil). Certified in Coach and Master Coach by Integrated Coaching Institute. Certified in Customer Experience Management by Shaun Smith Co (England). Business executive for 20 years in organizations like Microtec, Digital Equipment Corporation and Symox.
Author of the books: “Conversa de Elevador – uma fórmula de sucesso para sua carreira”, “Diversity in Coaching – working with gender, culture, age and race” – with Marshal Goldsmith, Jonathan Passmore and others.
Writer about Career and Leadership at Infomoney – Blog “Sua carreira, seu maior investimento”
Colmnist about Career and Leadership at Olhar Digital – Information Technology TV program and portal, Catho, Administradores, Exame, Você S.A. among others.
Coordinator of Culture Management Study Group at ABRH-SP (Associação Brasileira de Recursos Humanos em São Paulo | Human Resource Association at São Paulo).
Leadership and Career
Lectures regarding: leadership and Coaching
My story and coaching experience
The year of 2000 was marked by the deep financial crisis that affected everybody through the web and telecommunication companies’ stock market. By then, I still was a businessman on the Information Technology field, selling high complexity systems for other companies.
I had a financial reserve for two years ahead but I never thought the crisis was going to last for so long.
Meanwhile, time went by and things did not get any better. Then, at the second semester of 2001, we, my partner and I, decided to sponsor a breakfast at the American Trade Chamber in São Paulo, for the Technology Committee meeting.
But, between closing the sponsorship and the day of the event, the twin towers collapsed because of the terrorist attack of 9/11, in New York. That episode was the last straw for the IT market.
When the services begun, at the breakfast, I had the right as a sponsor to make a short speech. While saying those few words, I tried to emphasize that if Brazil is growing mature as a country and Brazilians as a community, we had the most relevant technology for that world wide crucial moment: human resource technology.
That speech caught the attention of the American Trade Chamber’s coach, Karsten Mangels. He looked for me so we could talk more and, at our first meeting, he warned me that I would make a really good coach.
Until then I had no idea what a coach was. But, fortunately, my sister who lives in USA, invited me to take part on a course that all Americans businessmen were doing as a way out of the crisis. I accepted the invitation.
The event, actually, was not a course but a group coaching process. It was the very first time when I saw a coach in action and put myself through a coaching process.
Therefore, a primary nomenclature distinction: coach is the specialized professional who acts on developing leadership skills. Coaching is the name given to the process.
It all happened on the first semester of 2002. During the second semester I went back to USA and did an advanced version of the process. That is when I finally decided to leave the Information Technology field.
In order to do that I had the priceless support of North American coaches, from Landmark Education and also Karsten Mangels – who became my coach in Brazil.
After some years training Personnel Marketing and Human Development, I was encouraged by my coaches to become one of them too.
I talk about this experience on my book “Conversa de Elevador – Uma Fórmula de Sucesso para sua Carreira” (available only in Portuguese).
The fields of Information Technology and Coaching could not be more distinct. But because of the coaching process I received during that period it was possible to make that transition. It is important to notice that coaching is made to develop leadership skills. And be able to leader you own life is the first level of leadership.
Here also fits an important enlightenment about the process. Executive Coaching as a practical executive leadership skills development is only a ramification of the extensive coaching field that, for a very long time, is being used in the sportive field and for actors as well. Therefore, it is highly recommended the use of structured methodologies, but we cannot forget that it was and still is a process developed by coaches who could only count on their experiences and intuition.
My recommendation is that you look for a coach who uses everything: methodology, experience and intuition.
When I did the ICI (Integrated Coaching Institute) course, I realized that, in fact, I had it easy to learn and apply all coaching methods. So much so that, for my absolute surprise, by the end of the course I was posted as the first student to get 100% right of all tests proposed by the ICI.
Here it goes an alert to all of you who wish to become coaches: note if you have a talent to do so. Even though nowadays many are encouraged to become coaches it is a field filled with challenges, as any other. Without the necessary energy, no one will ever become a good coach. And this is an activity full of responsibilities that helps on the education of business and world leaders.
I was lucky for participate on the Integrated Coaching course. In 2015 I was at the X Executive Coaches Forum at Cincinnati, USA, and integrated methodology was considered the best fit for executive coaching. It integrates multiple methods and uses the one that makes the executive learn what he or she needs as fast as possible. Always respecting the executive’s preferable learning method.
Therefore, each person will walk an exclusive path at their coaching. There are no equal processes.
Today, after a decade and a half at this field, I can say for sure that coaching is the ideal tool to develop leadership skills.
Let’s go forward!