On-Site, Customized
Master Coach Course
-Case Examples
First, some major forces driving the increase use in Workplace Behavior-Based Coaching:  
- A changing, more demanding business environment
The move towards individual responsibility for their own self-development
- Behavioral Coaching has become a popular development strategy for all persons rather than be seen as a remedial strategy for some
- HR Heads are increasingly requesting proven, scientific learning and development models.
- The financial costs of poor performance and traditional 'feel-good', short-term buzz coaching and training methods that don't work
- Behavioral Workplace Coaching is complimentary to and supports other learning
- The need for real sustainable change with a measurable productivity gains
- Behavioral Workplace Coaching can immediately improve decision-making and bottom-line costs
- Behavioral Workplace Coaching can also be used as targeted/just-in-time development, a performance enhancement tool and as part of a talent
  management program etc.

Th Behavioral Coaching Institute's On-Site Coach Training provides our clients cost effective, proven professional development methodology.
-Other benefits of an onsite Master Coach Course include:

  • Cost Savings on employee travel and expenses
  • Shared knowledge, methodology and skill practices
  • Your program is customized to your specific learning needs. We look at behavioral objectives, skill & knowledge requirements, and the desired business outcomes
  • By tailoring programs to your needs your team has the freedom to exclusively work with with our team of experts and explore sensitive, proprietary and/or confidential issues
  • Post course -by the Behavioral Coaching Institute's Facilitator provides 1-to-1 mentoring as you learn to apply the acquired knowledge in "real-time" and achieve your long-term objectives
  • Go here for more on our On-Site Courses Page.
Note: The On-Site CMC Course (a 3 Day tailored version of the Institute's Certified Master Coach) is designed to provide specialist
     behavioral coaching knowledge, methodology and coaching practices that are required to build and manage coaching programs at
     a 'world-best standard' level.
If required, arrangements can also be made to assign the 'rights of use' of the customized Master Coach
     Training Course to be used as an ongoing In-House Training Course delivered by your qualified personnel who have completed a CMC course.
Some examples of the Institute's in-House, customized Master Coach Course delivered by the Institute's expert Faculty: 
  Daimler Chrysler:
Participants: a small group of key Daimler Academy L & D staff.
Purpose:: 1. to credential the participants as trained Master Coaches,  
                2. to provide proven protocols and management skills to the designated Coaching Program Managers and,
                3 .to provide proven methodologies and processes to staff responsible for implementing One-to-One and Team
                   Coaching initiatives
  USA -Walt Disney World:
Participants: Disney School of Leadership Development key educators and senior Disney HR managers (local and overseas).
Purpose:: to credential the participants as trained Master Coaches -engage in deep emersion role plays and provide nominated proven skill sets and tools providing a range of professional development coaching solutions
  UK -Executive Search Agency:
Participants: a Consultant brought together four representatives of his key clients and three other local business associates
Purpose:: to provide coaching credentials, relevant best practices and 'how-to' knowledge -with a focus on cross-cultural coaching for leaders and role-playing for the course participants
  Defence Force:
Participants: a small group of internal facilitators/training officers. 
Purpose:: 1. to certify the participants as Master Coaches and, 
                2. -in two follow-on courses -train the facilitators to deliver a Mentoring Program specifically designed for the Defence
Course Type: 1. a customized version of the 4-Day, Certified Master Coach course
                      2. i) one Mentoring Course (with air force personnel) conducted by our Institute and assisted by the facilitators
                           (now graduate Master Coaches) and,
ii) a second Mentoring Course conducted by the facilitators with support by the Institute
Participants: key HR management and staff  
Purpose:: 1. to first certify the participants as Master Coaches, 
                2. -guide the participants through the steps, processes and checklists necessary to create a blueprint for establishing
                    a 'Coaching Culture' and,
                3. -the delivery of further follow-on specialist workshops to support Management in their building and managing the


Case Study -A general program model for behavior-based coaching -similar to the one used by Honda:

"Action without philosophy is a lethal weapon; philosophy without action is worthless.” -Quote from Honda's founder Siochiro Honda.

Honda is driving a new principle for how they manage professional development in Honda: ‘Action without training is a lethal weapon; and training without action is worthless’. An example of this is their new Coaching Program called, ‘The Power of Dreams – Coaching for Talent’.

The underlying concept is combining training with a personal coaching model, built upon Honda's belief that corporate ‘talent management’ should improve the abilities of the whole workforce, not just a handful of so-called hand-picked stars.

Using the 10:20:30:40 Coaching Program Structural Framework:
The programme’s structure is based on the 10:20:30:40 approach. 
- 10 per cent of resources is spent locating the right coaches (internal and external). 
- 20 per cent is spent on training coaches via an advanced coach training program teaching them how to use the latest behavior-based coaching
  change models and tools. 
- 30 per cent is spent on support to help them convert their learnt knowledge and skills into measurable behavioural change.
- And, 40 per cent is spent on integrating coaching into mainstream corporate activities. For example:

  • Ten per cent – Most coaching programmes don’t fail in their early stages, but later. A key aspect of the Coaching Managers role is to carefully work through this need for passion and persistence with each coach and ensure that they understand their role and the investment made in their development;
  • Twenty per cent – Coach Training must provide each coach a consistent framework they can use with the client and a standard language and accountable set of ROI standards to be used with management. A core ethos of the coach training is to help them teach coachees the coaching model and how to self-coach. This eliminates dependency and improves transfer of ownership by placing responsibility for change firmly on the shoulders of the coachee;
  • Thirty per cent – After the coach training each coach receives one to one support from an external agent. The coaches are also trained by the external agent how to train the next batch of corporate coaches, eliminating the need for any ongoing external coach training and support;
  • Forty per cent – At this stage the "coaches" are helped to integrate their role with their day jobs and learn to run both, side by side.

The measure of Honda's success is judged by measurable, sustainable positive behavioural change.

Ultimately, Honda is redefining training. Instead of organisations pushing staff onto courses to ‘fill their heads’ with whatever they believe needs to be learnt, staff are helped by the use of a behavior-based coaching model of learning and change to articulate and enhance their personal and professional skills, which their line managers can be assured will drive business value... 

-Includes Edited Extracts from Article 'A Model for Coaching at Honda' -'Inside Knowledge'.  


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