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Contents:
coaching course, business coaching, executive coaching, coach training,
business coaching course,
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"To
be the Best You Have to Learn from the Best....
- Any institution
is as good as the quality of its teachers; the theories, research
and writings its
academics have developed; its ability to not
only disseminate knowledge but also to create it;
its Internationalism and finally its contribution
to the better management of the society. Perry
Zeus's
international Coaching School is the
leading coaching school by far."
ICAA
-Centre for International Education, Annual Report. 2006
..coaching
course.
"
The Institute's Certification Course is consistently rated one of the world's
best coaching skills
programs... For over a decade her
Institute has trained and equipped enterprising professionals to
build their own profitable
business coaching practice or excel as an internal organizational
coach." - Entrepreneur
Magazine
-Coaching
Course
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testimonials: |
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Points of
Distinction
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First, some
important success stories and testimonials from a few of the
Institute's elite
1,500 plus graduates from over
50 countries:
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Note:
As the Institute's faculty staff are licensed Doctors in Psychology (and in accordance with
the Code of Ethics/Practice for Psychologists) -their
individual and corporate client details
are strictly confidential. However, the
Institute can confirm that our course has been undertaken by members of state and regional
governments, various Government Departments (including Education and
Defence
Departments) within the the US Government, Australian Government, UK Government,
Canadian Government, Singaporean Government, Hong Kong Government and The Law
Society of NSW, The Australian Prime Ministers Office -plus some of
the world's leading organizations, such as: Toyota, Daimler
Chrysler, Lloyds Bank, the Bank
of New York, Mt Sinai Hospital, University Hospital Birmingham, Sony
and Vodafone etc.
The
Institute's respect for the values of education, personal
responsibility and accountability to clients is recognised
world-wide as setting the standard for integrity and quality in professional
coach training. Although strict rules of confidentiality prevent our
Institute from providing client contact details, the
below individuals have given the go-ahead to use their
testimonials to document their course experiences and the return on
their investment.
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“As
a high level Coaching Course, I found the in-house CMC workshop to be
head-and-shoulders above the rest.
The Facilitator’s ability to
translate the abstract into the concrete was outstanding.
There is no question that the ROI of this time spent will be
exceptional. Great job”.
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Dr T. Thomas (Senior Manager.
Daimler Chrysler -Services
Academy)
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"Valuable
training, full of information, very well documented and also suitable
for experienced coaches. The personalized course format and
the accelerated learning approach permits quick assimilation
of a large mass of knowledge. I highly recommend
this credentialing course."
-Helene Aubry, Director, Switzerland Institute of
Coaching, Geneva.
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"Skilled coaching
professionals are in huge demand worldwide and the Institute's internationally-recognized certification is
like having a ticket
to travel.
My international practice's
billings have significantly increased in size since my staff
and I were personally mentored by Suzanne's expert
Faculty." B. Glasson
(Exec.
Coach. New
England)
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"Having
access to the greatest thought leaders in behavioral-based
coaching was
priceless! Thank
you. The mentoring and the workshop has been a
valuable experience for me. I have learnt a great deal from
your expert facilitators as well as from using your invaluable tools and resources. The high calibre
people in the course also added to the knowledge I gained." C.
Lee.
(Training Manager. Hong Kong Government Secretariat)
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"I've participated
in a two year university coach training course and regardless of
the convincing academic sales pitch, it turned out to be just
another lightweight introduction to the coaching basics. I could have saved lots of time and
money if I had only found your select course first. Congratulations
on designing the ultimate coach skills training program. Your tailor
fitted, world class course provided me the specific coaching tools
and techniques and practice know-how I needed to become the
qualified and prepared coach my clients expect." J. Burke
(Life and Business Coach.
NY.)
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"Better
skills equals better jobs.
So
it was invaluable having the industry leader in Organizational
Coaching provide me with the highest level of skills transfer.
Fantastic! Very hands on - real
world value".
Frank
Goss, (Frank Goss and Associates. MD.) |
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"This
affordable, unique course provided me the insight, resources and
confidence to overcome
my fears and
‘get out there’ and build my coaching practice and take
charge of my professional life” -W.
Miller (Exec. Coach. Sydney)
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"One
of the reasons I applied for a tailored-made,
in-house course was to decide if a large-scale executive coaching
program would best benefit my organization and, if so, what I
would specifically need to successfully establish and
manage it. During the detailed course and the follow-up
phone conversations, my new coaches were guided to find
all the right answers and resources we
required...”
- J.
Prentice. (
HR Manager, ICI International) |
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workshop has provided us with the tools to enable us to revolutionize
our coaching methods
and help us add further value to our clients and exceed their
expectations”. -Guy
Innes (L.
J. Hooker Real Estate -National Sales Coach) |
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"Our
2 year old coaching program was producing enough positive
results to encourage us to go to the next step and seek out Dr
Skiffington's faculty. By undertaking the 'hands-on' course under
the expert guidance of Suzanne's expert facilitation
staff, we are now producing industry
best-standard results and
a have begun rolling-out the program to other
departments.”
- M
Levinthal. (L&D
Director, Harrods I T.) |
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"I was a little apprehensive at first about spending four days in a
row in such an advanced course. However, much to my delight, it was both highly enjoyable,
informative and paced to match my needs. Your facilitators knowledge and insight
is incredible as well as practical. I feel well prepared to
face any business coaching situation with confidence."
L.Mitchell.
(Michigan
Business Coach)
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"I
had been researching a number of coaching programs before I was
referred to Perry Zeus's Institute by an associate of mine. My
friend told me this was the best workshop she had ever been
through and highly recommended it to me. I applied and signed
up, but was a bit sceptical. Five months later - here's
my feedback: This tailor-made program has exceeded my
expectations on all levels. Firstly thanks for the amazing amount of
resources I received to make me marketable and extremely
valuable to my clients. And thanks for the invaluable follow-up
mentoring. In one mentoring call
I was shown how to increase a
client proposal from $3,000 to over $18,000.
My revenue has
gone from $1,600.00 per month to $8,000.00 this month and still
counting. This has occurred in about five months since
I undertook your course and is directly attributed to you.
After many years in the corporate world, I am finally happy
- as I am utilizing my unique gifts and skills to make a
difference and being rewarded."
P.
Lee. (South-east
Asian Business Coach) |
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"The
program exceeded my expectations! Your facilitators are
excellent at creating a personalized environment
conductive to learning!
I also like the alumni-network concept, the opportunity
to network with like-minded practitioners and to be provided
updated coaching data." Dianne
Fountain, (The
Fountain Group, Inc. UK) |
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"It was wonderful
to find a certification program that was tailored to meet my
needs. If you
are not sure how to market yourself, the
workshop will also help you uncover your niche. Whether you are new to the field or a
long-time practitioner, this special course will provide a
wealth of information, skills, tools and resources that would take years to
accumulate. I now feel well equipped to apply them and provide my
clients with first-class coaching." L.Prusso.
(Pennsylvanian Coaching)
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"Working with
the Institute's
facilitators has been a pleasure and ease.
The
course provided the structure to take my already successful coaching
practice to yet another level. " W.Williams.
(CBA Business Development. Ontario. Canada) |
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"Suzanne's staff demonstrated a wealth of knowledge, were
excellent model coaches and their access to the coaching community is extraordinary. It's
awesome that we have the opportunity to be personally mentored by
world experts in their field." L. F.
Leong (Singaporean
Consultant)
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"Thank
you for showing me how my professional experience and knowledge
could successfully combine with new coaching skills. With this solid
foundation I can now begin my new practice with confidence and focus."
K.
Jaude. (D.C.Group. L.A)
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"Helped
me clarify the level of coach I want to be"
B. McKenzie. (Author: 'Mentoring for Women' and Australian
Psychological Society -State Coordinator, IGCO-Coaching Psychology)
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"The
four days somehow flew by and the relaxed, conversational
approach to the training made learning easy."
L. Cooper. (Director
of Planning and Review, University of Technology)
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“I
knew that my professional knowledge and experience were valuable
commodities
that could become the basis of a very successful
Coaching business. The problem was, I didn't know how to take the
next step and formalize my learning as a business coach nor how to
market those skills or how much they were actually worth to my
prospective clients. Suzanne’s course
resolved those problems, highlighted opportunities that I was not
aware of and has enabled me to build a profitable and sustainable
business” L.
Moore.
(Small
Business Development Coach.
Ca.)
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"The
workshop helped me distinguish my strengths and showed me what
I have to work on. It also gave me a deeper insight into my personal
self-limitations and what exactly I want to do in coaching." B.
Turner. (Career
Coaching, Germany)
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"Challenging,
stimulating"
A.
Jones. (Lecturer,
New England University)
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"Your
mentorship has cleared away the hurdles in establishing my practice.
There is a gold rush going on in the business coaching world but
without your expert guidance I would never have seen the way. Thanks
again"
R. Wise. (Exec.Coach.Sydney) |
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"Perry
Zeus is clearly one of the best minds in the coaching
industry. His
course helped me find my coaching specialty and provided me with the
vital specialist business practice and behavioral coaching tools to succeed"
D. Allen. (Allen
Mg't.UK) |
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"Your course facilitator's
humor combined with her down-to-earth style
made the in-depth, challenging program a wonderful,
positive, learning experience. Thanks Suzanne"
F. Patton.
(L&D Corp.
Director. N.Y.) |
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"Your
knowledge and perspectives have helped me
bring my existing coaching business to a more complete,
professional level.
I believe I can now offer a most professional
service to even the most demanding clientele"
R.
Frank (Biz. Coach, Vancouver, Canada)
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"This
has been without doubt the best, most practical and most
beneficial learning experience I have had in years.
Anyone thinking of recreating their profession should consider
attending this course. I was provided everything I needed
to begin a coaching practice. Thanks Suzanne, for ensuring a great four
days."
D.
William. (CEO of Lifelong Learning.) |
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Perry
Zeus's Behavioral Coaching Institute
(BCI) is the world's leading developer and supplier of
evidence-based, industry-proven coaching knowledge
/ technology.
-For example: |
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- Dr Skiffington's and Perry
Zeus's best-selling, 'introductory-level' text books are printed in multiple
languages around the world and
are used by 100's of government, private and business educational institutions
as foundational course texts.
- Dr Skiffington and Perry Zeus
are the
acknowledged world leaders in the development of workplace coaching
models, tools and techniques with a psychological foundation
- BCI's corporate educational
division provides validated, industry-proven
best-practices, methodologies and processes to the world's leading
organizations.
- Dr Skiffington has personally assisted many
higher learning institutions / universities around the world
develop coaching curricula.
- In the last decade over 1,500
highly qualified professionals and 100's of the world's
leading companies and consulting and
specialist coaching practices have acquired cutting-edge
coaching knowledge and skills transfer via her Graduate
School's
invitational, advanced-level, 'how-to' CMC course.
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A Typical
Individual / Participant's Profile: |
-Background:
Over
the last decade executive / business / organizational
coaching has evolved from a positional, performance
improvement tool to become an advanced, second-generation
leadership development and organizational change platform. It
follows that it is now the fastest growing practice area among Consultants,
HR and L&D specialists worldwide.
-The
Course: An
advanced, internationally-recognized, invitational coach
training program for new and established practitioners in private practice or working inside
organizations.
-The
Credential: The Certified
Master Coach is recognized internationally as the highest level
of evidence-based, business / executive / organizational
coach training available.
-The
Participants: The CMC
invitational Course is a custom-designed individual development
program that attracts highly qualified and
accomplished professionals who intend to:
- Start their own coaching
business
- Add coaching services to an
existing consulting practice
- Provide world-best standard
coaching within their organization
The Institute's Masters-level program is
truly international with over 1,500 elite graduates from
over 50 countries. The graduates are typically: experienced
people developers who work in a range of business and
not-for-profit industry sectors, have undertaken some
basic-level coaching courses and possess significant
professional experience in the domain area they wish to
coach or are already coaching in. They are busy
professionals who require a time efficient,
personalized learning platform to acquire the highest
level of skill development, methodology and tools that are supported
by evidence, have a scientific basis, are accessible, deliver
measurable sustainable results and are cost-effective.
100% Success Rate!
The very few small group 'hands-on"
courses that the Institute conducts each year are by invitation
only. Each applicant must first meet
a strict criteria of selection to work with the
Institute's expert team of facilitators, their peer group and ultimately acquire the
highest level of coach certification recognized by industry
worldwide. As such, all of her graduates are already
successful professionals who have a commercial opportunity to
apply the advanced level of knowledge transfer and take
their success to a higher level. As the Institute's
course facilitator mentors
each graduate (1-to-1) pre- and post-course they are also able to personally
validate the professional levels of success each graduate
achieves in their professional (internal or external) practice.
The
State of Professional Coaching:
"The
executive/leadership coaching profession has grown
considerably in the last few years.
Many organizations, who have
confirmed the cost-benefits return of individual and group
coaching initiatives, are now building a
“coaching culture".
Today's new
and rapidly growing professional coaching discipline primarily
fits under the umbrella of the management consulting industry.
The first member group
consists of large management consulting firms who
predominately assist organizations in areas such as
large-scale strategy, speciality industry advising
and management consultation with coaching simply as
an add-on service. The career-consultants within this group
typically have no formal training in the use of advanced
personal change coaching methodology. Another small provider
group consists of the psychologist-cum-consultant
working in the psychology-based management consulting
companies. This group typically specializes in the supply
of behavior assessments etc with coaching as an
add-on service. The members of this group are
typically strong in psychological theory, but weak in business
and coaching experience.
A third
member group of consultants specializes in supplying business/leadership/executive coaching services
to a growing and disparate market of small to large
corporate, not-for-profit and government clients. Members
of this rapidly growing, diverse larger group typically
comprise boutique, small sized consulting practices whose
principals are highly experienced people developers and
industry professionals. This group possesses significant experience in
the business domain areas in which they practice consulting
and coaching...Members of this group usually call
themselves consultants rather than "coaches" and are
experienced professionals who have 'transitioned' from
senior-level positions inside organizations. The most
successful members of this group of practitioners have
typically undertaken advanced-level instruction in the
use of the latest psychological-based personal and
organizational coaching change and learning models and tools."
-Fast
Company News, 2006
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Globalization of
Business Drives the Demand for Specialist Human Capital Development
Providers who Supply Cutting-Edge, Proven People Development
Coaching Technology and Practices:
As the world's individual markets continue to integrate
into one global economy, more organizations are required to
supplement internal talent with experienced senior executives and
fast-track the development of internal executives who can
operate effectively in a global economy. Today, clients are
increasingly turning to specialist Human Capital Development
Providers that can provide 1-to-1 and group learning and
development solutions backed by expert knowledge in the application of
evidenced-based, best-practice coaching
methodology and tools. -Read
More
-Industry Research Paper on Coaching, 2008
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Internal
or External Coaches ...have
you got the right roadmap?
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There is a widespread coaching and
training myth that people can do anything well if they learn
enough or try hard enough. Development programs that attempt to
teach "steps," "habits," or "behaviors"
ignore the fact that everyone's steps, habits, and behaviors are
different -- and should be different if people are to best use and
develop their natural talents and strengths. This outdated remedial
approach often produces disappointing results. It rarely, if ever,
helps the person achieve excellence, and it wastes training and
development dollars. Behavior-based coaching, in contrast,
emphasizes the development of the individual's behavioral aspects
directly impacting their talent and strengths.
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-By sourcing a wealth of world best standard practices
and information (developed by Dr
Skiffington and others) -and
as successfully used by Dr Skiffington's clients (who are some
of
the world's leading practitioners of coaching -from many
Fortune 500 coaching departments to
the top independent
international coaching groups) -you can ensure you are on the proven
path
to obtaining successful long-term outcomes..
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Employ Scientifically-Based
Practices:
"The purpose
of coaching is to produce behavioral
change and growth in
the coachee for the economic
benefit of the client."
- Harvard
Business Report, December 2006
- The demand for
industry and research proven practice for achieving
behavioral change affects all coaches and has
become a focal point for industry discussions concerning
coach certification standards, coach standards of
practice and the measurement of coaching outcome results.
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"I
think the great thing about the
Institute's professional development
course is that it's all grounded in
validated scientific processes that have
been consistently proven to produce
successful,
measurable results in
the workplace."
-Bill Harrison, Director of
Professional
Development, Office of Education. WA
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First
Law of Professional Coaching:
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Coaching = Achieving SUSTAINABLE, MEASURABLE CHANGE
Change = BEHAVIOR
Behavioral Change = Can only be obtained through the use and mastery
of TOOLS,
TECHNIQUES
and PROCESSES that have a basis in the behavioral sciences
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Use
empirically proven methodology
-to obtain statistically proven Value-Added Results
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"The
behavioral based coaching model, pioneered over the last decade by Dr.
Skiffington, and
Perry Zeus integrates the most advanced research on adult
development and human systems theory
into an elegantly simple and
highly effective validated coaching process."
-ICAA
-Center
for International Education -Report.2005
Behavioral
Based Coaching -A Definition:
"A
structured, process-driven relationship between a certified
professional (for example a Certified Master Coach, who has been
certified by Dr Skiffington -an acknowledged international
authority in the field) and an individual which includes; assessment and using coaching
models, tools and techniques (that have scientific reliability
and validity) to assist them to develop competencies and remove blocks
to achieve valuable and sustainable changes in their professional
and personal life."
-Behavioral
Coaching. -McGraw-Hill Education
Behavior =
A person's actions (what people do or say).
Coaching at
Work = By
positively changing an individual's behavior the
organization as a whole will benefit as the individual
increases his or her effectiveness.
- 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. Coaching is
now recognized as the critical platform for successful
organizational change and learning initiatives.
Recent
studies have revealed the greatest challenge to any
organization is to change people's behavior. Of recent years
there has been a growing demand from coaches and their clients for a
coaching model based on scientifically validated methodologies.
Behavior
is learned. Behavior is not a person's innate Personality
Behavior has
a discernible and communicable structure based on our internal
state (our senses reacting to our environment
--experiences and influences). People exhibit their internal state
through their actions (what we do or say). Because our behavior can be
codified, a person can be successfully coached to acquire a skill from
another person.
Behavior-based
coaching was first employed in sports, work safety, the military,
health and education. Behavior-based coaching integrates research from
many disciplines. It incorporates knowledge from psychology
(behavioral, clinical, social, developmental, industrial and
organizational), systems theories, philosophy, education and the
management and leadership fields.
Too many change
and/or learning interventions fail to stand the test of time and the
physical and psychological pressures of 'the real world'. To
change/learn, people need to embed new insights into deeper, often
automatic, thinking processes. This requires them to attend to how
they think as well as what they think. To change, people need to turn
thought into action. Without clear practical steps for doing this, and practice,
old habits soon reassert themselves. Learning will only last if the
underlying emotional commitment is there - 'do I really want to
change?' As people engage with new learning we need to ask them to
listen to their emotions and look at their attitudes, beliefs and
values.
All
coaches do not have to be psychologists and nor are most
psychologists suitable to become coaches. However, coaching is change
and change is a psychological process. A successful, professional
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 techniques. To do so requires
personalized training and supervision by an appropriately trained
clinician and experienced practitioner in the use and mastery
of psychological-based tools that bring about genuine, lasting,
measurable results. Business clients understand the language of
figures and the bottom-line and will accept nothing less than
statistical proof of change and new learning as well as anecdotal
evidence.
The Institute's regional faculty members
are all internationally recognized educators in the behavioral sciences,
are acclaimed thought leaders in the
field of workplace coaching and, have extensive experience in
training and developing the world's top coaches around the
globe. The Faculty members are also subject-matter experts in
the applied and practical science
of human performance enhancement, learning and change (Coaching at
Work).
Select course participants are trained
by Dr Skiffington's Faculty in the use
of proven behavioral science-practitioner models that
are easily and successfully applied in executive, business and personal
coaching practices. This unique, accelerated learning program
provides qualified individuals with a solid working application
in the use of fundamental and advanced applied coaching skills
and business practice.

- Some differences between Behavior-based
Coaching and "traditional coaching":
All people
and systems are dynamic -changing throughout time.
For people to grow they have to do different things,
change certain habits and that means a change in their
behavior. Without that nothing changes.
Growth is a type of change
and a lifelong personal (micro)
and organizational (macro) process. Growth occurs by
adding new content and organizing old content. Whatever
the driving force, when companies are attempting to grow
and develop and keep pace with a changing marketplace, any
successful outcome requires an ongoing process that alters the
way people interact with the market, perform their jobs and
relate to each other. Organizations must also ensure that
individual and organizational behavior are aligned with
business strategy. These specific behavioral requirements are
the capabilities and skill sets required to achieve individual
positional and overall corporate success.
Behavior-based coaching goes well beyond the
"accountability" model, which basically involves goals
setting, action planning and relying on coachees' commitment and
motivation to move forward. Instead, it employs validated
behavioral change techniques to insure that goals are achieved
and changes sustained. These include strategies to assess and
manage thoughts, feelings and behaviors.
Behavior-based Coaching clearly differs
from outdated, deficit-based models of coaching, that situate
coaching in a performance counselling paradigm. It is not a
manipulative technique to increase short term performance and productivity.
Traditional coaching models
typically focus on extrinsic motivational factors, such as
demands of the workplace and performance rewards. Behavior-based
coaching explores the individual's values and works on the
premise that real motivation and change are situated in the
individual's intrinsic motivation.
Traditional coaching models pay
little attention to unconscious forces within the individual and
the organization. Behavior-based coaching highlights the importance
of unconscious elements and offers guidelines for coaches to
explore and work with resistance and psychological defense
mechanisms.
Unlike many traditional coaching
models, behavior-based coaching does not explain an individual's
behavior purely in relation to her or his personality profile.
Instead, it recognizes and assesses environmental factors such
as culture, values and organizational and team dynamics.
Behavior-based
coaching acknowledges that organizations are socially constructed
and it provides guidelines for coaches to explore culture and
to recognize and manage forces of resistance. Read
more...
Summary:
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-The Behavioral Coaching Model is a basic, validated platform of practice informed by the behavioral
sciences as regards the laws of change and learning and
incorporates best practices from a range of disciplines. The seven
step process (client education, data collection, planning,
behavioral change, measurement, evaluation and maintenance), the
four different stages of change in the coaching process and the five
forms of coaching (coaching education, skills coaching,
rehearsal coaching, performance coaching and self-coaching) form
the basis of the model. This flexible, easily learnt model is
then tailored by the coach to fit the specific needs of the
coachee.
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Coaching clients are entitled
to information that better enables them to discriminate effective
from ineffective coaching practices and confirmation that
"certified practitioners" have a genuine, demonstrated expertise
in their area of speciality. Practitioners are also entitled to
validated coaching technology and a set of best practice
standards that better enables them to develop and judge their own
work and manage their professional development.
Coaching
Technology (CT) is a scientific, systematic and systemic
approach to the structure of coaching using a wide range of
evidence-based, 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).
"Dr Skiffington
is one of the world's foremost authorities in evidence-based
coaching
and her Institute is without doubt the world's
leading supplier of coaching technology
...producing a
body of knowledge far greater than anyone in the coaching industry."
-HR Monthly
2006
Coaching and
Neuroscience:
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.
The
Institute's latest Mind WorkOut
Tools™
By engaging in targeted, structured coaching exercises we are
all now able to develop key cognitive skills to enhance our
capacity to succeed.
This remarkable power we all possess
to transform our brain has far-reaching implications in
workplace coaching..
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Behavioral
Research
Laboratory: |
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"Knowledge
of Dr Skiffington's validated, state of the art coaching technologies
and their potential for your business will ensure that you have
decisive
competitive advantages."
-M.
Ramsey. HR Director, Wilkinson Group |
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 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 tools provide the answers you need to drive
exceptional performance.
Perry Zeus and his team are engaged in ongoing research to
develop data, knowledge and expertise in several coaching practice
areas. The research not only continually advances the quality of
our world-best standard certification course but also the
follow-on support provided to our graduate coaches -ensuring they
have access to the latest, validated coaching technology.
The Behavioral
Research Laboratory is
the research arm of our Center of Applied
Behavioral Coaching (CABC). The CABC, as well as our Graduate
School of Master
Coaches, is part of the Behavioral Coaching Institute. The Laboratory
conducts state-of-the-art research on
issues that affect human and/or organizational performance, change
and learning (coaching at work). Research findings are also
published in our journal articles and text books by
McGraw-Hill Education (New York).. |
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research is conducted in the areas of: |
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Best
practices and benchmarking
- Instrument
validation
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Descriptive
and comparative studies based upon industry,
organizational characteristics, geographic region
etc.
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