Behavioral Change, Evidence Based Coaching Techniques and the Grow Model

Coaches need to employ Proven, Scientifically-Based Practices:
- The Coaching Model
Coaching models, if they are to achieve sustainable, measurable results must be designed and based upon robust psychological, definitive proven modeling and management principles together with the specific needs of real-world organizational clients.

- Grow Model etc
Most coach training courses use simplistic models or derivatives of the GROW model or other well-intentioned approaches -however, on what verifiable evidence is their model, practice and philosophy of coaching based? Successful organizational coaching is not a suitable domain for employing outdated, un-scientific, unproven: coaching techniques, coaching models and 'user-fits-all' personality profiling etc

The Coaching Model -the critical Road Map for coaches
A coaching model to facilitate achieve genuine, lasting, measurable change and growth requires a Core Behavioral/Learning Change Construct -the primary component platform. This advanced model differs significantly from traditional, simplistic and theoretical coaching approaches as it only uses validated, robust psychological, definitive modeling proven in the real-world workplace.

The Core Behavioral/Learning Change Construct predicts behavioral / learning change by identifying the core behavioral aspects (thinking, beliefs, attitudes, values etc) that control the outcome. This vital construct differs significantly from traditional, simplistic coaching approaches as it only uses evidence-based behavior change techniques and tools to provide behavioral feedback and a action plan.

All professional coaches need to be taught how to select and use coaching models that include the above necessary framework to achieve successful outcomes.

The need to learn how to use coaching models, techniques and processes to assist people through the process of self-awareness, self-understanding and skill building to achieve lasting, measurable behavior change, self-development and performance enhancement.
The quality of training programs promoted by a wide range of coach training providers varies considerably. For instance, the Behavioral Coaching Institute frequently receives feedback from participants in our Certified Master Coach Course about their dissatisfaction with the models, coaching techniques, methodologies and processes presented in the 'open-to-all' programs marketed extensively over the internet. Most of the courses, contrary to their glossy sales pitch, turn out to be rudimentary and just another introduction to coaching.

The Harvard Business School Journal recently warned companies about the perils of hiring unqualified executive coaches : "..This can
have disastrous consequences for the company long term and can exacerbate the psychological damage to the person targeted for help..To best help their executives, companies need to draw on the expertise of executive coaches with legitimate skills."

According to T. Butler, the Director of Harvard’s career development program: Coaches need to have a solid grasp of relevant psychological-based tools and coaching techniques that can accurately determine such things as: what motivates people, what are their personal values, fears etc. Coaching is not mechanical. It brings to bear [the coach’s] knowledge of business, politics (how things work) and psychology. People who fail at coaching assignments typically...have a program, a formula approach. [They say,] ‘ We’re going to give you all this feedback, you're going to set some goals and then you’re going to be a changed man or woman.’ It doesn’t happen because it’s not personal enough. It’s not deep enough. But you certainly don’t need require a degree in psychiatry to be good coach. You just have to be trained by qualified coach trainers how to use the latest behavioral change models and techniques.

Coach Training in the use of an evidence based approach
Any practicing business coach today who has failed to formally undertake appropriate coach training with a recognized licensed provider in the instruction and use of behavior-based coaching techniques that have a psychological foundation, can inflict real confusion, pain or suffering on a client (individual and/or organization). The damage incurred can be both legally and financially disastrous for both the coach and the client. In recent years there have been a growing number of legal actions brought against ill-trained "coaches".

Coaches do not need to be trained in psychology:
Coaches usually work with individuals in the areas of personal and professional development. However, even in these areas the coach requires the ability to translate behavioral feedback into an action plan in order to create an effective development plan for the individual. The coach must be able to also determine the relationship between personal behavior and the organizational and business context in which the individual operates.

Coaches require an understanding of interpersonal relationships, group dynamics, organizational behavior as well as ethical standards to work within their realm of expertise and to honour the trust placed in them by both the client-organization and the individual.

Coaches do not have to be psychologists and nor are many psychologists necessarily suitable to become a coach. Organizational coaching is not the place for psychologists who do not have passion and respect and understanding for business and/or organizations. However, coaching is all about achieving behavioral change and change is a psychological process. A successful, professional, ethical coach has to understand, be confident and competent in the psychological aspects of coaching and a master in the use of a range of behavioral change coaching techniques and validated psychological-based tools that bring about genuine, lasting, measurable results. To do so requires personalized training, supervision and mentoring by an appropriately qualified trainer (preferably an individual who is a credentialed educator, licensed clinician/experienced psychologist and an experienced coaching practitioner).

"Coaching Psychology" is a term often confused with other forms of coaching such as, "behavioral-based coaching". Coaching Psychology (usually taught to psychology students) is a discipline that has a theoretical base stemming from facilitating lifeskills training, social work and professional counseling. The Behavioral Coaching Institute's Masters-Level coach certification courses only use practical, proven, psychological-based methodology, tools and processes that are industry-focused and can be easily applied and learnt by participants who do not require any training in psychology.

Professional Coaching Practitioners today are working in a more knowledgeable, demanding marketplace and realize the critical requirement for any business coach training and professional development course is the focus on proven psychologically-based methods of change. Supervision by a professionally qualified educator with relevant psychological expertise is now a must -as this not only provides the necessary credentials and skill sets but also contributes to the coach’s learning and development -ensuring the coach is working within his or her personal and professional limits of competence.

An Evidence-Based Approach
Only validated, behavioral scientific models, accelerated behavioral change coaching techniques are used in the Behavioral Coaching Institute's Certified Master Coach course (held in N.Y., London, Sydney, Singapore etc).

Many vital practice protocols, techniques and assessment instruments a professional coach requires are only available to coaches trained and mentored by a coach trainer/facilitator who is also a licensed behavioral scientist. The Institute's (Dr Skiffington -Founding Director of Education) invitational, fast-tracked, 4 Day, Very Small Group Certified Master Coach Course meets the critical needs for busy professionals to be trained and mentored in the use of validated, reliable psychology-based tools and techniques. Read More >....