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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)

"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)

"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.) 

"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.)

"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)

"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.)

"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)

"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)

"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)

"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)

"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)

"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)

"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) 

"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.)

"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)

"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.) 

Use empirically proven methodology -to obtain statistically proven Value-Added Results

                "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:
. -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.