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- Courses conducted
around the World - |
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- World's
first professional coach training course -since 1994 - |
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Contents:
coaching course, business coaching, executive coaching
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Campus
or Online Program
-Course
Content >See Below
Page
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"To
be the Best You Have to Learn from the Best....
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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. The
Behavioral Coaching Institute's
international Coaching School is the leading coaching school
by far."
ICAA -Centre for International Education, Annual Report. 2008
..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."
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Entrepreneur Magazine
-Coaching Course
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g course 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:
The Institute can
confirm that our course has been undertaken by: members of numerous
state and regional governments and various government departments
(eg; the Education and Defence Departments) within the the US
Government, Singaporean Government,
Australian Government, UK Government, Canadian Government, Hong Kong
Government -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”.
- 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 your Institutes 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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“The 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 your Institute's faculty. By undertaking the
'hands-on' course under the expert guidance of your expert
facilitation staff, we are now producing industry
best-standard results and
a have begun rolling-out the program to other departments.”
- M Petersen.
(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 your 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 was
fortunate enough to be invited into the tailor-made program,
but I was still a bit sceptical. Five months later -
here's my feedback: This program has exceeded my
expectations on all levels. Thanks for the amazing amount of
resources I received to make me marketable and extremely
valuable to my clients.
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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"Your
facilitators 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. Your 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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"A
challenging, stimulating program"
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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"Your faculty members are clearly some of the best minds in
the coaching industry.
This 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!"
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 everyone, for ensuring a
great four days."
D. William. (CEO of Lifelong Learning.) |
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-The Behavioral Coaching Institute (BCI) is the world's leading
developer
and supplier of evidence-based, industry-proven coaching knowledge /
technology. |
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 -Coaching Technology
based on proven industry research and
behavior change science: |
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What
sets BCI apart from others is the depth and extent of behavioral
scientific research on which our programs are based and the fact
that we continue to use the outcomes generated by our global
corporate clients into our methodology and systems to refine and
update our educational products and consultation services.
Foundered in 1998, BCI's research and
innovations is recognized around the world and our Faculty staff are
also internationally
recognized experts in the field of personal and
professional development. For example; our Faculty members have
published research
papers in multiple peer-reviewed journals and have presented at
numerous international conferences. |
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examples: |
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BCI was the world's first international professional coach
training institution.
The
Behavioral Coaching Institute grew
out
of the establishment
of the world's first course for psychologists to be trained as
coaches (developed by Perry Zeus and
presented by Dr Skiffington and Perry Zeus
in the late 1990's).
- 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 hundreds of government, private and business
educational institutions as foundational course texts.
- Zeus and Skiffington are
the acknowledged world leaders in the development of workplace
coaching models, tools and
techniques with a psychological foundation and their methodology
is taught in scores of universities around the globe.
- BCI's corporate educational
division provides validated, industry-proven best-practices,
methodologies and processes to many
of the world's leading organizations.
- Perry Zeus (the Institute's
founder) and Dr Skiffington (the Institute's founding Director
of Education) have personally assisted
many higher learning institutions / universities around the
world develop coaching curricula.
- In the last decade over 1,500
highly qualified professionals and several hundred of the
world's leading companies, consulting
and specialist coaching practices have acquired cutting-edge
coaching knowledge and skills transfer via the Institute's
Graduate School's invitational, advanced-level CMC course.
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The tailored-made CMC
Program (Campus or Online), for over a decade, has meet the need of busy industry
professionals requiring professional coaching skills training at the
highest level...
-The CMC Program is a:
- Compressed Advanced Course -
Most lengthy (3 month to 2 year) coaching courses are simply too
drawn-out and rudimentary for experienced professionals.
- Business and Corporate Focused – Many
coach training courses are overly broad, theoretical, fail to
provide real business/corporate insights and perspectives or are
focused on life coaching.
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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:
As organizations are challenged by a changed economic
landscape, latest research shows that coaching in
organizations continues to be in strong demand:
Pricewaterhouse Coopers
recently completed the most comprehensive business analysis
that exists of the
"$us11 billion US self-improvement market". In
the personal coaching marketplace (including corporate
coaching) the industry-wide report findings include a
forecast for continued substantial, specialist growth going
towards 2012.
Cutting-edge coaching technology and solutions that are tied
to business strategy and growth have become the just–in–time
remedies for infusing innovation, positive energy,
creativity and sustainable bottom line results into
organizations. One of the major issues today for
organizations is how to best design and scale
their leadership coaching programs to ride the wave of
economic change. It follows that highly qualified executive
coaching providers are now even in greater demand.
The executive/leadership coaching discipline has grown
considerably in the last year.
Many organizations, who have confirmed the cost-benefits
return of leadership coaching initiatives, are now building a
“coaching culture" to reinforce and compliment the new personal
skill sets of their leadership and management group to help them
build a company to best survive and thrive in a changed economic
landscape.
Case Example:
Weekly 1 Hour
Time-Outs by Leaders + the Recession
With leaders trying to deal with all manner of internal and
external challenges this year many of today’s senior
management/leadership group seem to be too time poor to
stand back and consider today's serious issues deeply and to
honestly appraise their leadership. Yes, leaders find
this difficult and many also claim any time spent on such
reflection is a luxury that they cannot afford. However,
this is a huge mistake if they take this posture. These
leaders are failing themselves, their teams and their
organizations. All leaders, especially today, need to
develop the discipline to engage in a weekly 1 hour
time-out meeting with themselves and a
leadership/executive coach. While there is no shortage
of implementation skills or strategic planning training
courses for today's leaders, the economic events of recent
however have challenged leaders to become more flexible in
their thinking and behavior, to develop better people and
communication skills and become more creative and
innovative.
The invaluable 'time out' from their 'game time' should be
used with their coach to reflect upon their actions, what
they have learnt, what they have not been doing, what more
they could do and how they can achieve that end etc.
With today's deepening economic concerns business analysts
have observed that Weekly 1 Hour Time-Outs by
leaders have gained more currency, particularly among the
growing number of beleaguered senior managers and business
chiefs who have now realized that they need all the private
guidance and support they can get so they can ensure their
businesses and their people's future.
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, 2009
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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, 2009
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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 Zeus and Skiffington
and others) -and as successfully used by the Institute'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
"Coaching
must be founded on solid psychological
theory and evidence-based practice."
- Harvard
Medical School -Dept. of Continuing Education
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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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-Today, the demand for industry and
research proven practice for achieving behavioral change affects
all coaches and has become the focal point for industry discussions
concerning coach certification standards, coach standards of
practice and the measurement of coaching outcome results.
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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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-This decade's rapid development of coaching
technology has now given rise to third
generation coaching.
Third generation coaching:
Third generation coaching harnesses and disseminates the advanced
learning and skills of the coaching practitioner. A highly
trained practitioner with a large toolkit of coaching tools and
techniques is now a vital, proven human-asset builder to an
organization. This highly skilled people developer has also been
trained to realize the maximum benefits of the coaching investment
to the benefit of the organization and its people.
Third generation coaching employs a wide
range of validated behavior based coaching models and tools and goes
well beyond the "accountability"/ outdated, deficit-based models,
which basically involves goals setting, action planning and relying
on the coachees' commitment and motivation to move forward.
Instead, behavior based coaching practitioners only use validated
behavioral change techniques (grounded in a solid evidence base and
industry best practice) to insure that goals are achieved and
changes sustained. These include strategies to assess and manage the
beliefs, motivation, values, emotions, feelings, attitudes and
sentiments of not only the coachee but the coach (a key component
for the success of any coaching intervention).
Organizational users of third generation
coaching learn with their coaches as they initiate change and
transformation, utilizing coaching to its maximum benefit. This
critical recent shift from the traditional forms of coaching has
largely come about as the major purchasers of coaching (Human
Resource and L & D departments etc) now recognize the many
benefits of having access to highly skilled pool of qualified people
developers (internal and external) who are trained to use
cutting-edge coaching technology and world-best industry practice.
"The
behavior based coaching model, pioneered over the last decade by
Zeus and Skiffington
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.2009
Behavior Based Coaching -A Definition:
Principles of behavior based coaching ('behavior' derived from the
term 'behavioral' sciences and not the limiting theory of
behaviorism or behavioral psychology) have developed over recent
years from the fields of evidence based psychology and validated and
proven organizational change principles.
"A structured,
process-driven relationship between a certified professional
(for example a
Certified Master Coach, who has been certified by the Behavioral
Coaching Institute -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 positive 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.
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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 people developers 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 Behavioral Coaching
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 the Institute'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.
"Behavior change and strategy realization are the two primary
desired results of business
coaching..Behavior change means that when
specific behaviors are identified, examined and modified,
coaches help executives change to be more effective.
Strategy realization means that the executive
needs guidance in clarifying the business strategy to help the
business achieve financial, customer
or organization goals."
-'Professor
D. Ulrich at the Ross School of Business, University of Michigan.
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- Some differences
between Behavior based Coaching and "traditional coaching":
"Executives should seek coaching when they feel that a change in
behavior can make a difference
in their own success or the success of their team or
organization."
-Harvard
Business Report
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:
.
-The
Behavior Based 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).
"Zeus and Skiffington
are one of the world's foremost authorities in evidence-based
coaching
and their 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 2009
UPDATE:
Coaching as a Profit Making Unit in Organizations:
Traditionally, professional development is viewed as
an expense.
Businesses traditionally view management and leadership
training as something separate from their main business and
are unable to measure tangible returns on their investment.
However, 21st century behavior based coaching compared to
traditional training initiatives, can operate as a business
unit: a profit centre that is accountable to business
performance.
Behavior based coaching can uniquely affect positive
behavioral change impacting
business results.
Only behavior based coaching can have a positive effect on
valued behaviors e.g; leadership behaviors which positively
influence outcomes such as employee commitment, engagement
and organisational climate, which directly affect
performance and productivity levels associated with superior
business performance.</ | | | | | |
