/ EXECUTIVE COACHING
Latest Breakthrough Neurocoaching Tools, Techniques, Research and Technology
Recent studies are now clearly providing evidence that the vast
majority of HR Managers, Coaching Program Managers and other
coaching professionals who oversee executive / leadership / talent
management development programs, simply do not understand all the
behavioral and learning variables that influence organization and
individual performance. Specifically, most are not aware of
the latest breakthrough change techniques that are
available or what are the critical behavioral change 'performance
levers' they should be encouraging their internal and external
coaches to learn how to use
The advanced neurocoaching
model of change is for all people, no matter their position
or age, to help them fulfil their potential and build a
better future with no limits.
A quiet revolution has begun in the
workplace / executive coaching discipline
Professional coaching practitioners around the world are awakening
to realize they’ve missed many of the pieces in the coaching puzzle.
For example; focusing on the client's self-awareness to drive change
alone is now seen as an incomplete step to change. Also, by
mistakenly suppressing their clients’ constructive unpleasant
emotions, coaching practitioners have inadvertently stunted their
client's growth and jeopardized their ability to change their
Below, are just some of the many pieces of the learning and
development puzzle that are now being used by the Behavioral
Coaching Institute's Master Coach graduates to achieve
breakthrough, lasting results within a short time frame:
The Behavioral Institute's graduates are taught how to shift away from the
old, traditional counselling model approach (the coachee
isn't the expert) to a directive model that also shares a
solution focused approach (an emphasis on the future). An
excessively non-directive approach by the coach is a rather
stilted, artificial type of conversation that is out of sync
with how most ‘normal’ adults learn. It assumes that people are
always defensive and will only accept ownership if treated
gently. It has now been shown that workplace coaches are much
more effective when they flex their directive style.
The change process in coaching, in essence, is a psycho-logical
one and thus requires a specialist training and finesse on the
part of the coach. In order to help adults change significant
facets of their behavior and
enhance their performance at work, it is essential that coaches
use proven change models and processes from the behavioral
sciences. The Behavioral Coaching Institute is the world's
leading developer and supplier of
proprietary, cutting-edge coaching technology. Our client's
include most of the world's leading organizations who employ an
advanced, structured coaching model of learning and change.
more key pieces of the coaching puzzle addressed in the
Institute's Master Coach certification program:
"We are what we think." The knowledge of how to change the brain to
engage in better, more productive thinking patterns is now understood
to be critical to any successful change effort.
In the traditional Cognitive-focused coaching approach the coach
first lists the behavior (e.g., temper outbursts) the coachee
wants to change and then sets about challenging the relevant
Beliefs or Cognitive Distortions. However, many studies show
that a cognitive approach only achieves around a 50 to 60%
Once a person becomes embedded in analyzing their weaknesses, they
are solidly arousing a negative approach and have a hard time
keeping the context hopeful.
Using "facts" to convince a person to change very rarely works! The
brain pushes back when told what to do. This is attributed to
homeostasis, the movement of organisms toward equilibrium and away
from change. Coaching practitioners need to focus their clients on
solutions instead of problems.
The traditional cognitive approach is based on logic and
deliberative thinking and avoids emotions and feelings. Yet, our
construction of a sense of self, the world, and
self-in-relationship to the world, is a complex web of memory,
embedded with EMOTION and sense impressions. Neuroscience has
now proven that making an emotional connection is the key
enabler in the process of changing behavior.
No matter how logical and intellectual one is, the part of the
brain controlling our emotions easily overrides logic and thus, all
obvious rational thinking is destroyed.
Brain Hard-Wiring. Our mind is forced mindlessly to follow a set
track engraved by the brain's emotional response center that
overrides all other systems. When a coach tries to get
their client to override their brain's systems of rote response,
we cause them to suffer emotional distress. Even when we try to
change a routine behavior our brain sends out strong messages
that something is wrong, and the capacity for higher thought is
decreased. These messages typically overpower rational
thought. Change efforts subsequently result in discomfort and
Optimal learning is achieved by relaxed alertness.
Growing and developing involves letting go of something. Letting go
involves risk. Where there is risk there is doubt. Where is
doubt, there is fear (an emotion). The biggest roadblock
to change, success and happiness is fear.
The cumulative weight of a person's experience actually makes it
harder for them to change.
Learning and change always involves conscious and unconscious
processes. Our unconscious mind believes that what worked before
will work now -however, it is wrong! The world is a constantly
changing place and as such requires very different mind skills.
Real learning leaves us changed. Coaching practitioners need to
ensure that their clients change emotionally and somatically, as
well as cognitively by learning.
The human brain is a work-in-progress. We now know that brains can
be significantly restructured under the right learning conditions.
Building strong neural pathways is the key to true personal and
People change only if they fully experience the events or
perceptions that words can only point to.
Today's coaching practitioner needs to teach their clients how to
observe their thoughts without necessarily believing their story.
The Behavioral Coaching Institute's
Master Coach graduates are not engaged in behavioral modification and do not seek to change
a person’s behavior or personality. Rather they replace default
behavioral drivers with more positive, misplaced drivers that have
worked in the past.
Using the latest, breakthrough coaching technology (from the
exciting fields of neuroscience and brain-based learning) our
students learn how to
change the outcome/results
of their client's behavior without changing their client.
This breakthrough model of change and personal development is
achieved through the use of the Institute's proprietary tools and
techniques that incorporate the above missing pieces of the
coaching puzzle (and many other proven psychological principles) with an
evidenced-based scientific approach.
Today, the Behavioral
Coaching Institute's proprietary
coaching techniques and tools are being used by many of the
world's top organizations engaged in the use of the advanced
neurocoaching model of learning and change.
For further details
-see the Institute's invitational, fast-tracked
Course Content webpage and Registration Form on how you
too can be taught by world experts to use the latest breakthrough
coaching tools and
techniques (Self-Study, Campus or Distance Learning Program Formats).