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Our proprietary behavior coaching tools unite 1,000's of our Coaching graduates from over 60 countries with one mission... to help people fulfil their potential, prosper and be healthier and happier!!  






- Validated Behavioral Change Executive Coaching Tools to change a client's behavior in just a few coaching sessions!


  Executive Coaching Tools, Techniques
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   "The Behavioral Coaching Institute's (BCI) Graduate School
 of Master Coaches is without doubt the world's leading
 supplier of behavioral change executive coaching technology
 and has produced a body of knowledge far greater than
 anyone in the industry

-OD Monthly



Executive Coaching Master Coach or Diploma Course   Fees

      - Behavioral Change
               Some Example Certified Coaching Tools (Models and Techniques) available
             via our Accredited. Coach Training Courses to professional people developers..

Why people don't change their behavior by just being aware (or even told) of why they should. 

Why is it so hard to be Self-Aware? 

How to help people "wake up" in time to release their potential by recognizing their conditioned response/behavior 

How to help people attain true self-realization -"the secret of our life." 

Executive Coaching Tools to help the coachee easily find out who they really are. 

Executive Coaching Tools to change our brain to become who you want to be. 

Executive Coaching Tools to change our Brain to drive new, sustainable Behavior.  

Executive Coaching Tools to build Strong Neural Pathways - the key to increasing Critical Thinking Skills and Intelligence 

Executive Coaching Tools to help the coachee Self-Regulate their Negative Emotions 

How to use the Most Powerful Emotional Behavioral Driver in a Group Setting to enhance performance and generate exceptional service, innovation, and dedication to the organization. 

Workplace Emotions -and how to work with them.

Step-by-step plan to create a Positive Emotions / Engagement Program in the Workplace.

Coaching Tools to develop "Fear Less Leaders". 

How to build an Emotional Fitness Program for teams. 

Executive Coaching Tools to teach people to work in a zone of peak performance. 

How to build a Leadership Coaching Program to transform leaders into a higher version of themselves. 

Tools to teach coachees to observe their thoughts without necessarily believing their story. 

How to replace Limiting Beliefs with Positive Beliefs 

Executive Coaching Tools to replace a maladaptive behavioral driver for a more positive one to generate a better outcome.

Why does Personal Growth have a Shadow?

"Buy-in” questions to help the coachee when making the decision to change.

How to Control Fear (fear of failure / fear of success) -the greatest saboteur in the workplace

Steps to alleviate Stress in a team or workplace.

Coaching Tools to enhance the mental skills of any leader/manager.

Coaching Tools to enhance Intuition -the key intelligence factor for great success.

Coaching Tools to enhance Creativity.

Each Coaching Toolkit Module contains Exercises, Summaries and Case Studies plus Scores of Coaching Forms and Templates -and as a bonus, course graduates also receive A Professional Coach Resources Library (over 300 pages).  


  'The concept of behavioral coaching as an intervention strategy'
(Association for Behavior Analysis International) 

The term behavioral coaching has been used inconsistently in and outside the field of behavior analysis. In the sports literature, the term has been used to describe various intervention strategies, and in the organizational behavior management literature it has been used to describe an approach to training management personnel and staff…The authors found that this method of coaching was superior to traditional methods (e.g., verbal description and feedback that focused primarily on incorrect responses). Numerous books (‘Behavioral Coaching’ by Skiffington & Zeus, 2003 being the first text detailing the subject) and companies (e.g., Behavioral Coaching Institute) have provided information and strategies for behavioral coaching in organizational settings…. Having a packaged framework enables practitioners to implement effective guidelines and performance improvement. Since then, the term behavioral (from the 'behavioral sciences') coaching has been used to describe this sort of approach.

Edited Extracts from ‘Behavioral
Coaching’ -Association for Behavior Analysis International  -US National Library of Medicine National Institutes of Health







      The Art and Science of Behavioral Coaching




                      See More: Behavioral Change Models and Tools >  

The professional coaching discipline has evolved dramatically over the last two years and bears little resemblance to its fuzzy predecessor.

 --Yet, outdated first-generation coaching models and practices are still taught by most coaching schools
- Even today, most coach training providers still teach old practices and offer few second-generation methodologies and techniques that can facilitate real change. Achieving measurable, sustainable outcomes isn't a matter of simplistic goal setting, personality profiling and cheerleading but requires the skilful use of validated, proven behavioral change methods and learning tools grounded in the behavioral sciences. The success of any coaching program is dictated by the program's resources depth, scientific validity and measurability. 

Many so-called "coaches" churned out by the "coaching associations" are simply doing more harm than good. Meantime, many large, high-profile coach training schools are still teaching simplistic models of coaching that employ re-labelled, old performance counselling strategies or, in some cases, scientifically unproven fuzzy techniques. 

Most coaching models still use a "problem solving approach" and rely on the coachee's "self awareness" of the behavioral issue to generate change. However, this outdated approach will not provide a sustainable, positive outcome -as it fails to acknowledge the underlying causal Emotions / Feelings, Beliefs, Values and Attitudes.

The Institute's acclaimed proprietary Neuro-Self-Transformation Methodology.
One of the objectives of the Behavioral Coaching Institute's Masters-Level Course is to not only show coaches how to select and use valid instruments to identify and assess a person's behavioral aspects but also to help coaches develop a set of 'diagnostics' to begin to look at the "why" of another person's behavior. Coaches learn how to select and use appropriate proven Change methodologies to guide the coachee to discover their master control switches and other critically important information about him or herself that will assist them to move in the positive direction they have chosen.

Coaches have the professional capacity to help bring about important personal and professional changes for individuals and groups. Most of their clients are success-oriented and are in transition to a higher level of development and some are in stressful or personal situations which may render them vulnerable and possibly dependent. All of these occupational conditions require coaches to have access to appropriate psychologically-based methodology and processes.

Many organizations and coaches claim to use behavior-based coaching simply because they claim they are dealing with behavior. On closer scrutiny, however, they are merely attaching a new name to the old workplace counseling model; that is, the "coaching" is remedial, occurs on an as-needs rather than an ongoing basis, involves little monitoring or evaluation and does not attend to preventing slippage. Furthermore, some professionals claim to practice behavior-focused coaching simply because they employ personality profiling.

3 Types of Coach
1) A Coaching Tool Master -this person has possession of, or has obtained limited technical mastery of one specific change and learning tool or model etc

2A Coaching Toolkit Master -this practitioner has possession of, or has technically mastered the use of a number of general change and learning tools and models in their specific toolkit.
3) The Master Coach -this specialist change agent/coach has received the highest level of individual/personal instruction available in the use of a wide range of industry-proven coaching practices relevant to their area of practice. The Master Coach has undertaken 1-to-1 practical role plays with an experienced facilitator (educator/coach/behavioral scientist) -learning how to use the latest, validated behavioral change and learning tools and models. To obtain masterful experience in the application of their new skills and learning -this professional coach continues their professional development in "real-time" via a 1-to-1 post-course mentoring/support program (with their original instructing facilitator who has now become their mentor). With this back-up professional support and their personal, advanced-level training and experience the Master Coach is also able to select the appropriate behavioral change models and tools for a specific client intervention and deliver an accountable, measured successful outcome.

Many vital practice protocols, behavioral change 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 Institute's industry-proven, fast-tracked, Certified Master Coach Course (Self-Study, Campus or Distance Learning Format) meets the critical needs for business and executive coaches to be trained and mentored in the use of validated, reliable psychology-based tools and techniques.


. The Science of Coaching:
-Changing behavior (what we do or say) is the most important challenge for businesses trying to compete in a turbulent world, says John Kotter, a Harvard Business School professor.: "The central issue is never strategy, structure, culture, or systems. The core of the matter is always about changing the behavior of people." 
To achieve successful change and/or learning, it is now evident that the behavioral aspects which underlie a person's actions are the critically important elements which require assessing and management

Definition: Coaching Technology (CT) is a scientific, systematic and systemic approach to the structure of coaching using a wide range of validated tools, techniques, interventions, protocols, templates and models that are drawn and developed from many disciplines and fields of learning such as the behavioral sciences. CT is the 'science of coaching'. The 'art of coaching' is achieved through systematic practice and mastery of the science -after completing personalized training in the selection and use of the technology and follow-on mentorship by an experienced practitioner, credentialed educator and scientist (clinical psychologist etc).

Coaching and Neuroscience
Behavioral Neuroscience provides us many hidden keys. (Behavioral Neuroscience covers a range of relevant, proven biological and neural sciences and is concerned with the study of behavior and the brain and nervous system -and should not be confused with NLP).

In the knowledge economy it is brains that give organizations their competitive edge.
The new field of
Neuroscience explains how we all can increase our Critical Thinking Skills and even Intelligence. The recent discovery of the on-going "re-wiring" or malleability of the brain has caused us to question traditional learning methods. Recent breakthrough studies have proven that specialist coaching exercises can enable a person (in a relatively short time) to change their brain's physical structure, alter their mind's perceptual experiences and effect lasting changes in behavior, expectations and choices etc.

Neuroscience holds tremendous promise for coaches.. 
Current research in genetic determinism suggests that "Leaders are born, not made". Everyone has "natural," genetically-defined tendencies that support or undermine their ability to lead and to be effective interpersonally. However, those natural abilities don't completely define the results of our actions. Neuroscience shows us how we can all (regardless of position and age) continue to learn, adapt and improve ourselves. Some individuals may be born with a genetic head start, but all truly effective leaders are made, not born.

Today, many of the practices we employ in coaching, leadership development and learning are effective because they're consistent with--and take advantage of -the way our brains function. At the same time, neuroscience not only provides us with some new and exciting change tools but can also tell us which coaching practices, tool and techniques are ineffective and need to be updated or replaced. Clearly we are at a point where all people involved in people development need to incorporate neuroscience into their practice.

Coaching using the Institute's Neuro-Self-Transformation Methodology
By selecting from a range of easy-to-follow, structured behavioral change models change agents can rapidly develop a client's key cognitive skills to enhance their capacity to succeed. This remarkable power we all possess to transform our brain has far-reaching implications in workplace coaching..
See: NST

Coaching and Psychology
As professional coaches we are well aware that only validated behavioral tools and techniques can achieve genuine, sustainable, measurable results. Changing behavior with the right techniques and delivery mechanisms can have a dramatic, beneficial influence on human dynamics, the cultural and environmental context of an organization, and the output of the system - the organization's performance. However, changing behaviors is hard work and can even cause fear to those faced with changing a lifetime’s habits. Some behavioral change can even affect how a person views themselves and others around them. It is therefore imperative as responsible coaches that we understand how to professionally use the behavioral tools and techniques that relate to our specific niche area of practice or specialty. 

Behavior (what we do or say) is learned. Behavior is not a person's innate Personality
Behavior-based or Psychology-based coaching integrates research from many disciplines into a validated, user-friendly model of practice. It incorporates knowledge from psychology (behavioral, clinical, social, developmental, industrial and organizational), systems theories, existential philosophy, education and the management and leadership fields.

One of the reasons why behavioral techniques are employed by professional (full-time) coaching practitioners is that they allow for data to be gathered on specific, targeted behaviors impacting the application of a professional skill. By using appropriate validated, behavioral change instruments, these targeted behaviors can easily be measured and evaluated in a rigorous manner. Behavioral coaching, with its emphasis on research and evidence, provides individuals and organizations a validated and proven system that greatly increases their chances of effecting lasting behavioral change.

Our experience as coach educators has shown, time and again, that coaches require further training in the use of behavioral techniques. Indeed, our invitational, Masters-Level Coach training course developed out of this demand. 

As qualified coaches we not only have to be knowledgeable about the techniques we employ but also how to competently and responsibly use them. Understanding the psychological foundations of techniques and knowing how, when and why the technique works also allows us to give a clear rationale for its use to the coachee.

As practitioners we also need to distinguish the differences in coaching which emphasizes operational mastery (hard/technical/positional skills) and coaching which aims to develop and enhance personal mastery skills (soft skills). Yet the psychological foundations of the two types of coaching differ only in degrees. Certainly, coaching to enhance soft skills focuses on exploring and working with values, beliefs, emotions and resistance etc. However, even when the coaching focus is on hard skills the same psychological processes are at play albeit to a lesser degree. Coaches, regardless of their specialty niche, also have to be skilled in recognizing and working with the psychological processes of the individual and the organization.

Ongoing training, learning and development is of course not restricted to coaches. Professionals in other areas such as law, medicine and psychology are required to undergo a period of internship and supervision. Furthermore, given that the motto of coaching is ‘life long learning’, coaches themselves are expected to pursue continuous learning. Learning means a change in behavior as people change by learning an alternate way of thinking and behaving --and coaches are in the behavior-changing business. Ongoing mentoring and supervision, especially in the use of the coaching tools and techniques that have a foundation in the behavioral sciences, should be a coach’s number one priority. 

The Coaching Model -the critical Road Map for coaches
In the professional coaching industry, business coaches require two central coaching models to build their programs around -a Process Model and the Core Behavioral Model: The Institutes Master Coach course graduates are taught how to construct successful coaching programs by using the below proven, primary coaching models: 
1. The Process 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. This critical difference allows its users to achieve geniune, lasting, measurable change and growth. The Process Model is an industry-proven, process/structural Step-by-Step Model that describes the clear tasks that are undertaken.
2. The Core Behavioral Aspects Model predicts behavioral/learning change by identifying the core behavioral aspects (thinking, beliefs, attitudes, values etc) that control the outcome. The Core Model differs significantly from traditional, simplistic coaching approaches as it only uses evidence-based behavioral change techniques and tools to provide behavioral feedback and a action plan.

 "For two decades, the Behavioral Coaching Institute's elite course has been selected by the world's top organizations and learning institutions for coach training and certification of their key personnel involved in people development."
    -HR Today

    Coaching Tools -How to ensure you are always in possession of the latest coaching technology:
What you measure is what you stand for. What gets measured gets done. You can't change what you can't see.
We live in the age of assessment and diagnosis. From satellite imaging to the MRI to genetic mapping, diagnostic excellence drives individual, social and organizational progress. Today's coaching solutions must be rooted in cutting-edge coaching technology, hard facts, leadership science and proven best practices.

Good coaches know that valid, accurate behavioral information and insight are the building blocks of great decisions. The question isn't whether the right information and insight are essential. The question is how to get it.

The Behavioral Coaching Institute (our parent organization) is internationally recognized as the leader in building the next generation of coaching models and diagnostic coaching tools to help you generate the information and insight necessary for you and your clients/people to make great decisions and real progress. Whether the question is identifying and improving leaders, establishing personal and organizational alignment, understanding a team's performance, or enhancing executive skills, insight etc, -these behavioral models and coaching tools provide the answers you need to drive exceptional performance.

First and foremost Behavioral Coaching Institute is a private educator but we are also: 

the world's leading developer and supplier of leading-edge, psychological-based coaching tools and techniques and spend over 50% of our revenues on research and development. 
As a graduate coach of the Certified Master Coach course, you obtain immediate access to the newest validated, behavioral-based learning and change materials and coaching tools available..

Our institute is also the leading advisor to Professional Associations and private and public learning institutions in the design and delivery of quality coaching professional development and accreditation programs to their members/students.

The Institute not only: a) develops cutting edge professional coaching tools, techniques and resources but also, b) conducts research which includes investigating the latest case studies; interviewing leading practitioners in their field as well as their clients to gain early insights; listening to the industry leaders in their field who have established coaching programs and; compiling and testing best practices, techniques, processes and practical models.

This ongoing, intensive research, development and testing program allows us to continually update/upgrade our Master Coach Certification Program  -ensuring our worldwide graduates receive the best-of-the-best in world-standard professional coach education, follow-on support and resources. See: Master Coach Course Content

Research and Development.
We constantly refine our curriculum, models and tools so our graduates can stay way ahead of their competition.
       We use an extremely rigorous scientific approach to research, develop, test and validate coaching principles, models,
           techniques and coaching tools. To find the hard data studies we continually look at hundreds of research studies.

Center for Applied Behavioral Coaching -Developer of Life Sciences Products
.-Our Institute's Center for Applied Behavioral Coaching (CABC) evaluates the effectiveness of coaching interventions, tools, techniques and processes. It represents a "Center of Excellence" dedicated to data collection and objective research consulting. In addition, our Behavioral Laboratory develops proprietary behavioral change models and conducts important research that serves to capture the issues, attitudes and best practices of coaching at work both from the practitioners' and clients' perspective.

We provide our research and development resources to all of our corporate and private clients. The leading-edge research also strengthens the Institute's educational services by constantly updating our advanced Masters-Level course content.

We also provide introductory-level coaching knowledge via our best-selling text books. These books enrich the knowledge base for the international coaching community in general. 

To ensure our graduates and their clients are using the latest, cutting edge 'coaching technology' (and be ahead of their field) we also provide an extensive Continuing Professional Development Program. (See also above page Partner Opportunities tab


    A coach's knowledge of quality, proven coaching tools and
   processes is critical to the success of any coaching outcome

Our Institute is the first coaching educator to provide (to qualified coaches) a world standard, validated, professional coaching tool package. The cost of these instruments would be at least $3000 in total. These invaluable workplace tools are now included, at no extra cost, in our elite Master Coach Course -Content. During the course invited participant's also learn how to: 

  • use and select the right validated instruments in your coaching practice

  • understand the principles of validity and reliability

  • determine which instruments you will and won't add to your own tool kit, and be taught

  • the uses, benefits and timing of various instruments.

Our select students are also provided and shown how to use actual check sheets, forms, and procedures developed over several years by some of the world’s the top coaching practitioners who work with Dr Skiffington. Graduates can customize and re-brand these valuable coaching tools, techniques and templates to build a solid structure for their own practice (external or in-house). 

The advanced-level, accelerated Master Coach Course (plus optional follow-on 1-to-1 course mentoring with acknowledged world experts) also prepares the participant to plan, implement, and/or evaluate the results of an assessment for an executive coaching intervention. -For example; methods of structured interviews, standardized surveys, 360-degree feedback instruments and interviews, and other organizational behavioral assessments are introduced.


- "You can't improve or change an outcome without measuring it"-

 -BCI's Master Coach Course Toolkit:      
    -Some of the Toolkit's Assessment Coaching Tools / Questionnaires..

                     -  A Structured Interview - a comprehensive assessment for executive coaching
                     -  Leadership profile: self-awareness, interpersonal skills, thinking skills
                     -  A personality profile
                     -  A vision/mission profile
                     -  A work/life balance profile
                     -  A learning profile
                     -  A biographical profile
                     -  A values profile
                     -  A mini-360-degree competence profile
                     -  A job analysis profile
                     -  A work performance profile
                     -  A team member's profile
                     -  Assessing for change                       
                     -  A business owner's profile - work/life balance
                     -  A life balance profile
                     -  A self-assessment profile for the coach


- The Need to Measure Coaching Results

"Coaching may be the wave that carries the future of corporate training and development. But if that wave is ever to crest, corporations must be able to determine a financial return on their investment. Only if adopters can truly demonstrate an ROI in dollar figures will coaching wash over corporate culture and change its landscape."
HR Today



There is an "accountability crisis" in coaching today: 

Traditionally, it has been difficult to demonstrate an increased value of a company's human capital. However, in the last few years clients have increasingly become frustrated by the lack of rigorous methods employed by coaches for measuring the impact (the ROI - return on investment, the bottom-line increases in business activity, production and profitability) of their work. 

Justifying people development investments.
Clients are now better educated about coaching and require coaches to better justify the methodologies they employ and provide real, clear statistical evidence of the bottom-line value of their work.
As such, management has become frustrated by the inability of the many coaches who are unable to be sufficiently quantitative about the value of their traditional coaching initiatives. Coaching clients want to see a numerical scorecard -the measurable results that coaching has brought to their organization. 

Coaching programs are being held to the same standards as other business initiatives. It's becoming "Show me the monetary return or I'll close the door."
More and more HR, Learning and OD leaders are requesting proven processes to determine ROI. This is placing greater emphasis on learning from ROI evaluations and using the data to continuously improve how coaches best design and deliver coaching programs. 

Today, management responsible for people development programs will no longer make their budgeting decisions on faith or exhortation. It follows that business and executive coaches are now required to prove the measurable value and return on their client's investment in coaching. By measuring carefully the results of coaching and tying coaching to the strategic metrics a company uses to measure its business success, a coach must be able to demonstrate the financial return on the coaching dollars spent. Coaches who use behavior-based models, tools and techniques are uniquely able to build a business case that empirically justifies human capital investments to all relevant stakeholders. They can also identify the particular coaching programs that will have the greatest affect on the bottom line. 

The Institutes Certified Master Coach course is the only coach training program that provides personal instruction in how-to-use the necessary validated tools for obtaining and measuring lasting behavioral coaching outcomes and producing a ROI scorecard.

ROI (return-on-investment ) - By using behavior-based tools participants in the Certified Master Coach course you learn how to:
- develop an evaluation (ROI) architecture that includes business goals, initiative objectives, and evaluation objectives
- calculate the ROI and ROE
- use various types of hard and soft data collection plans
- use intake and outcome assessments
- calculate ROI for both observable (behavioral) and inferable (developmental) changes
- convert data to monetary, production values and, 
- identify direct bottom-line program effects and flow-on intangible benefits etc..

Also Note: 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. Our 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. Read More >.... 



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    Introductory First Level Coaching Text book -by Dr Perry Zeus and Dr Skiffington

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The Complete Guide to Coaching at Work:
McGraw-Hill Education  -by Zeus and Skiffington
"Without doubt this is the Coaching Book of the Year"

Content: Coaching Tools, Coaching Tools and Techniques, Coaching Toolkit, Coaching Tools and Assessments, Coaching tools and Models, Coaching Tools, business coaching tools, corporate coaching tools, coaching philosophy, coaching models, business coaching toolkit, executive coaching tools, professional coaching tools, coaching models, professional coaching tools