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Intelligence Changes With Age
--The below ground breaking research was funded by the US National
Institutes of Health and the National Science Foundation
A study of adult intelligence (from neuroscientists at MIT led by Dr.
Hartshorne), published in the journal Psychological Science (March 2015),
challenges some common assumptions about age and intelligence —including the
idea that mental acuity, like athletic prowess, always declines with age.
Together, test data from nearly 50,000 subjects provided a very clear
picture that showed each cognitive skill peaking at a different age.
For example; the speed with which participants processed information
appeared to peak early, around age 18 or 19 then “drops off a cliff,” and
continues to decline.
Short-term memory (working memory) improved until around age 25, levels off
for several years, and then begins to drop around age 35. Then it moves from
center stage. That’s when our ‘emotional intelligence’ kicks in.
The ability to assess people’s emotional states peaks around age 40 and
doesn’t decline until our 60s. This form of wisdom, the ability to guess
people’s internal states from very little information, is highly useful in
the workplace whether it be in the boardroom or a sales meeting. “The
difference between a 20-year-old and a 40-year-old is just huge,” Dr.
The researchers also included an accumulation of facts and knowledge /
vocabulary test, which serves as a measure of what is known as crystallized
intelligence. The results re-confirmed that crystallized intelligence peaks
later in life, but this new data indicated that the peak occurred when
participants were in their late 60s or early 70s, much later than previously
The critical need for Behavior-based professional
development programs in the workplace
It’s not yet clear why these skills tend to peak at different ages, but
previous research suggests that it is due to changes in gene expression or
brain structure as we age. Hence the importance of targeted High Performance
Brain training (cognitive skills training) in the workplace. For example; a)
to help mitigate the loss of some cognitive skills (eg; information
processing and short-term memory) and, b) build emotional awareness and
management skills with professionals from an early age all the way through
to the later stages of their career..
Note: Age is not a predicator of Intelligence and Mental Performance
especially for people who work inside organizations that provide stimulating
cognitive based skills training via Behavior based coaching.
Can an organization grow smart people?
A: The simple answer is;- of course we can. If we didn't think training
programs could help people better perform their jobs, why would we spend
billions of dollars a year on corporate training? That said, skills training
is only the first baby step. Having people develop superior cognitive skills
obviously makes them economically more valuable to the enterprise.
Today’s challenge therefore is how to redeploy much of the existing training
investment in business, toward foundation personal skills (i.e. basic mental
competence) rather than just teaching job position skills and 'feel-good',
short-term buzz motivation programs.
Q: Can We Train Brains?
-Firstly. Here are two key myths that need to be
• Myth #1: Intelligence is basically fixed - a gift, or a genetic
endowment that can't be changed. Your IQ defines your potential in life. And
a person who arrives at young adulthood is about as smart as he or she is
ever going to be.
• Truth #: The human brain is not a "finished product." Neuroscience
has now taught us that we are all "works in progress" and capable of
changing/developing our brain.
• Myth #2: Brain power is basically a matter of IQ. The higher your IQ, the
more successful you'll be in life, and the lower your IQ, the less
successful you'll be.
• Truth #: Brain power is only loosely connected with IQ. Brain power
is the capacity to learn how to use one's mental resources - whatever they
may be -to best advantage.
How Most Organizations Train Brains.
Currently, more organizations are flirting with the idea of cognitive-skill
training (‘how we think’ --foundation skills training such as: brainstorming
and creative idea production, information/mind mapping, understanding
thinking styles, memory etc).
Standard training objective is that participants obtain basic knowledge of
the brain and acquire and practice techniques in order to - better use their
brain capacity, be able to learn faster and process information more
The American Society for Training and Development, the professional and
trade association for corporate trainers and consultants, has recently
granted formal recognition to the category of "brain training" at its
Meantime, the steadily increasing investment by Asian organizations in
coaching as a developmental strategy has generated a local interest in the
cognitive process. Many professional coaches use cognitive style profiles of
various kinds and some are adopting cognitively based strategies and
The key question about brain exercises is
whether doing them makes you smarter, or just better at doing the exercises.
-Recent studies suggest cognitive training provides only a modest boost to
regular daily cognitive activities. Brain training also doesn’t impart
knowledge –in particular knowledge about yourself and how to continually
self-coach yourself to higher levels of performance and enhance your
Today, the fields of neuroscience and quantum science allow us to go well
beyond just a cognitive approach (just changing how we think)!
A: -YES! We can train /change our Brain
to drive new Behavior.
Exciting new findings from neuroscience can now be directly translated into
learning and development strategies to make people smarter and better at
what they do. Neuroplasticity and the "modular mind" concept provide us a
much clearer and better understanding of the nature of the brain and how to
The ongoing breakthrough research in the field of neuroscience provides us a
blueprint how to teach people to easily access and exchange their primary
behavioral drivers to obtain more sustainable, favorable outcomes.
Traditionally change agents take a costly, time intensive cognitive approach
(via training, traditional coaching or therapy) that only provides limited
results (50% to 60% success rate even when delivered by qualified
Building Smart Organizations -"Success is never final"
Is "organizational intelligence" the defining proposition for businesses
that hope to survive through the coming decades?
Organizational intelligence can be defined as the capacity of an enterprise
to mobilize all of its brain power and to focus that brain power on
achieving its mission.
The Behavioral Coaching Institute's Master Coach Course is uniquely designed
to show you how to transform individual intelligence and natural brain power
into organizational intelligence and tangible bottom-line results through
the use of proven, cutting-edge self-change/mental development tools/models
(based in the behavioral sciences). Note: The learning platform is
behavioral (from ‘behavioral science’) based coaching.
The first step is to recognize that developing a behavior based coaching
program requires proven methodology to identify necessary key behavioral
drivers to be enhanced or exchanged. See:
Our internationally recognized, invitational Master Coach Course (with
graduates from over 60 countries) uniquely provides qualified people
developers the necessary proven models/tools to:- release the potential of
anyone, coach people to enhance their mental skills, exchange default
behavioral drivers with positive, more effective ones and diagnose faulty
thinking habits. And, we have trained many of the top organizations in the
world how to achieve sustainable, measurable positive results.
Behavior based coaching is also a way for business to distinguish
professional coaching practice grounded in proven science versus the
simplistic, unproven coaching approach used by many ill-trained workplace
"coaches". When an organization's people move into a zone of optimum,
sustainable best performance, so does the organization.
The key to success in any coaching initiative is the selection of the
appropriate behavior based change model to fit the client's specific needs.
The Behavioral Coaching Institute's industry-proven
Coach Course meets the critical needs for coaches to be trained
and mentored in the use of a range of validated, reliable behavior based
coaching models, tools and techniques.
Behavioral Coaching Institute's proprietary
coaching techniques and tools are now being used by many of the world's top
organizations engaged in the use of the advanced coaching model of learning
For further details -see the Institute's
Certified Master Coach
Course Content webpage and Registration Form on how you too can be
taught by world experts how to use the latest breakthrough coaching
tools and techniques (Self-Study, Campus or Distance Learning
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