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Content: Grow Model and
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coaching
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"The
field of coaching must be founded on solid psychological theory and
evidence-based practice."
-Harvard
Medical School. Dept. of Continuing Education
See also: Mental Skills Coaching for Sports and
other professions >
Business / Executive Coaching
Today any organization to survive and
thrive must learn to change with the market and times. If we
are to have learning organizations, we must have learning executives.
Learning refers to any change in behavior. Organizational
Behavior (first seen as actions) is the sum of professional skills
affected by personal skills and behavioral aspects such
as; beliefs, values, attitudes, motivation, thoughts, and unconscious
drives.
Evidence-based
coaching is a way of distinguishing professional practice grounded in
proven science versus the simplistic, unproven coaching approach
popularized by the many coaching associations and coach training
providers engaged in mass-marketing to a primarily uneducated
marketplace.
Professional coaching with an evidence based
approach is now recognized as the critical platform for successful
organizational change and learning initiatives.
"The importance of establishing Transparency -the "integrity
factor". An evidence-based approach is about transparency or
the ability to see alternatives and their positive or negative
consequences. By being transparent a people developer/coach is clear
with his/her clients about what he/she knows and doesn't know. By
providing prospective and existing clients with a full picture,
including legitimate differences of professional opinion, as well as
information about what is scientifically valid and proven in the
workplace, what is opinion, and what is conjecture treats people with
respect and helps establish a relationship with trust and regard.
Too few coaches pay attention to transparency. In today's
business climate where a lack of trust, cynicism, and a variety of
moral and ethical transgressions are commonplace, transparency can
help a coach regain and maintain the confidence of their
internal or external coaching services.
Coaching
in business
was first documented in case studies by a number of psychologists in the 1950's
and 1960's. Yet clearly, coaching is not a form of
psychotherapy but an amalgam of a number of professional disciplines
(such as: organizational and developmental psychology, change
management, philosophy, consulting, adult learning, the leadership and management
fields etc)However, coaching
has
recognized that in order to achieve real behavioral
change, it has to utilize scientific models which require professional training,
guidelines
and care in their use.
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, s implistic
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
recent ly
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. That
said, 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 training 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 (Self-study, Campus or Distance
Learning Format).
 
Many vital practice protocols, techniques and
assessment instruments a professional coach requires are only
available to coaches trained by
a licensed behavioral scientist.
The Institute's
(Dr Skiffington -Founding Director of Education) invitational,
fast-tracked
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
>....
©
Behavioral Coaching Institute
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Content: Grow Model and
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