Content: Coaching Models, Behavioral Change Coaching Models,
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       Certified Master Coach Course -Some Introductory Notes and Key Points:
      Coaching Models -used in the Workplace

         -
Organizational, Business and Executive Coaching Models 

           (includes extracts from text book 'Behavioral Coaching' by Zeus and Skiffington -published and copyrighted by McGraw-Hill, New York)
There is no all-embracing model of the coaching process and practice in professional business and executive coaching. Most early attempts to construct a coaching model (in the 1950's to 1980's) derived from static models of learning and in the 1990's from sports coaching. However, a coaching model cannot be procustean. It requires an in-built flexibilty and adaptability so that the coaching programs can be tailored to fit the specific needs of each client and coachee. Today, a coaching model should meet the following criteria:
- It presents a comprehensive, complete description of the processes involved
- It builds towards an outcome and is, therefore, predictive
- it establishes the nature and connection of the component parts
- it employs validated behavioral change methodology to produce sustainable, measurable change

Traditional coaching models fail to deliver:
Traditional coaching, built around out-dated change models such as the Grow Model, goal setting, action planning and simplistic personality profiling etc, falls well short of developing lasting, measurable behavior competencies. The "one size fits all", simplistic approach is ineffective as it ignores our individual behavioral patterns that control the execution of the skill to be enhanced. 

In traditional coaching the participants shortly revert to habitual patterns at the conclusion of the event. It's an expensive venture for a short-term "buzz." Thus, the challenge for people development professionals is to enhance organizational effectiveness with a behavioral change and learning model that strengthens and sustains individuals in the specific behavioral competencies in play. 

21st Century, professional coaching is an integrative approach founded on the behavioral sciences.
Today, a coaching model must encapsulate personal development, beliefs, values, attitudes, emotions, motivation levels and adult and social learning, as well as personal and organizational dynamics and defenses.

Many of the components of a behavioral-based coaching model derive from the behavioral approach to learning and change. Some aspects of a coaching model include:
- targeting and focusing on specific behavior (what we do or say)
- analyzing the behavior in relation to its antecedents and consequences
- applying valid and reliable methods of assessment, data collection and data analysis
- building a developmental plan
- employing validated behavioral change techniques
- managing, measuring and maintaining behavioral change.

Choosing the Best Coaching Model:
-Behavioral Change
Current research has concluded that the most effective coaching programs are based upon approaches employing behavioral change models (from the behavioral sciences -which use proven constructs rather than theoretical constructs).

-Learning Acquisition
Any skill development requires a model for sustainable learning. For any sustainable learning to occur it must be based around a validated behavioral-based scientific coaching model and use of associated accelerated behavioral change techniques.

Selecting a coaching model to fit the situation:
No single coaching model can fit all coaching situations. Instead, every coaching intervention requires the use of a suitable coaching model corresponding to its needs and issues.
 

       

Four Coaching Models most commonly used by professional coaches:

Firstly, coaching models need to address how individual factors such as knowledge, attitudes, beliefs, prior experience, and personality influence behavioral choices

Coaching Model 1: Stages of change/transtheoretical model
Change Factors addressed: Readiness to change or attempt to change behavior varies among individuals and within an individual over time. Relapse is a common occurrence and part of the normal process of change.

Coaching Model 2: Social cognitive theory/social learning theory
Change Factors addressed: Behavior is explained by dynamic interaction among personal factors, environmental influences, and behavior.

Coaching Model 3: Theory of reasoned action/theory of planned behavior
Change Factors addressed: People are rational beings whose intention to perform a behavior strongly relates to its actual performance through beliefs, attitudes, subjective norms, and perceived behavioral control.

Coaching Model 4: Solution focused theory
Change Factors addressed:  Assumes that the client has the answers within himself/herself. Recognising the critical role of trust and commitment in the partnership change is promoted by constructing solutions.

When selecting the appropriate coaching model to use professional coaches need to identify two central component platforms  -a Process Construct and a Core Behavioral/Learning Change Construct: 

A. The Process Construct differs significantly from traditional, simplistic and theoretical coaching approaches as it only uses validated, robust psychological, definitive modeling proven in the real-world workplace. This critical difference allows its users to achieve genuine, lasting, measurable change and growth.

B. 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 Construct framework to achieve successful outcomes.

Todays' Coaching Models demand a Multimodal Approach:
-How to select and use the appropriate coaching model.
Multimodal - is a technically eclectic and systematic approach as it uses aspects of different validated coaching models and techniques. The key to the success of this professional approach (typically employed by professional coaches and coaching program managers) is the coach's training in the use of a range of industry proven behavioral-based coaching models and techniques. See: Neuro-Self-Transformation

In order to obtain a successful outcome for a specific coaching intervention, it is critical to have a range of proven models from which to choose.
For example; in the Behavioral Coaching Institute's (BCI) invitational, fast-tracked, Certified Master Coach Course (Self-Study, Campus or Distance Learning format) the most popular models and types of coaching are critically reviewed. These outdated popular models are then compared against leading-edge, empirically proven behavioral-based models. Several evidence-based, industry-proven coaching models are analysed and the participants are then taught how to select, adapt and use the appropriate model for a specific client's needs. The participants are also shown how to build their own specialist, validated coaching model using proven model constructs and coaching techniques.


Most vital coaching models, practice protocols, techniques and assessment instruments a professional coach requires are only available to coaches trained and mentored by a facilitator who is also a licensed clinical psychologist. The Behavioral Coaching Institute's elite Certified Master Coach Course meets the critical needs for business and executive coaches to be trained and mentored in the use of validated, reliable psychology-based coaching models, tools and techniques.
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Content: Coaching Models, Behavioral Change Coaching Models, coaching models and psychology, corporate coaching models, workplace coaching models, behavioral competencies, coaching models, tools and techniques, business coaching models, and psychology coaching models, coaching techniques, leadership coaching models, behavior and executive coaching models in the workplace, business coaching models and psychology coaching models, coaching tools and techniques, business coaching models, executive coaching models and professional development and personal skills, executive coaching coaching model skills training in the workplace, personal skills coaching models, professional development coaching models, change behavior