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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 Global, 1-to-1 Distance Learning Program
-Course
Content >See Below
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"To
be the Best You Have to Learn from the Best....
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We're impressed -every BCI Faculty Member has a PhD and some
even teach at
Harvard.
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. 2009
..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; Education and Defence Departments) within the the US
Government, Singaporean Government,
Australian Government, UK Government, Canadian Government, Hong Kong
Government etc -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 highly credentialed 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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Learn the Secrets to
Behavior Change and become a successful Master Coach.. |
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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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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. |
-Best-Selling
Text Book
by Zeus and Skiffington |
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examples: |
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BCI was the world's
first international professional coach training institution.
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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).
- Perry Zeus's and Dr Skiffington's best-selling, 'introductory-level' text books
(eg; 'Behavioral Coaching') 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 Master
Coach
Program (Campus or Distance Learning), for over a decade, has meet the need of busy industry
professionals requiring professional coaching skills training at the
highest level...
-The
Certification 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:
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 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 the use of
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.
Behavior based
coaching can generate sustainable, measurable change and
broader outcomes that directly affect business results.
People developers who have been professionally trained and
certified to use behavior based coaching models, tools and
techniques are uniquely able to build a business case that
empirically justifies human capital investments to all
relevant stakeholders. They can also identify the
particular development/coaching programs that will have the
greatest affect on the bottom line.
History has taught companies to 'survive and thrive'
during tough market conditions it is essential for them to
develop high-performing leaders across the entire
organization.
Leading think tanks now estimate that (during these
tough economic conditions) companies that best manage their
human capital assets well will outperform those who that
don't by between 30 and 50 per cent -and in some instances
lead to a doubling in shareholder value. Some of today's
successful companies who don't perform well in the human
capital development scoreboard will be eventually brought to
their knees. Poor development choices eventually convert to
poor strategic and bottom-line decision making, loss of
revenue and market share, competitive disadvantage, higher
production costs, brand risk etc..
Today, BCI has a select number of leading global
organizations as clients who all share one key aspect in
common -in that, they recognize the competitive
advantages of continually investing in their human
capital and actively managing bottom-line results. These
companies are now reaping the rewards of building
an organization that cannot only survive but thrive in a
constantly changing, challenging marketplace.
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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BCI's
Behavioral Research
Laboratory: |
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"Knowledge
of Zeus and 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
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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.
Experienced people developers 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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1 to 1 Coaching™ |
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On-Site Training Option for
Organizations..
-
offers your team the freedom to
exclusively work with the Institute's expert staff and
acquire
the same knowledge, methodology
and skill practices and explore sensitive issues etc.
1.
Customized Master Coach
Course:
-For organizations who wish obtain
world-best standard, customized coaching programs
focusing on
specialist areas of knowledge and
skills practice. See
below 'Course Content' and then visit
- 'Latest
examples'
for the types of customized Small Group, In-House
Courses -and then see:
Corporate Education
for more information on the
tailored Courses
personally delivered
to our Corporate
and Non-Profit clients
around the world.
2.
Master Coach
Course (see below)
available
On-site or at one our international campuses.. |
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"
Many
consulting firms are now blending coaching skills into their
practices with excellent results.
According to many consultants, the
process of blending the two professions
can be a natural
progression...as
they are hired to consult
and end up coaching."
Consulting to Management. Sept. 2009 |
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The
accelerated, tailored-made Certified Master Coach
Program is
provided in 3 Unique
Format Options:
(see:
'Registration of Interest'
Form for further details)
.
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4 Day Public
/ Campus Course -Small Learning Group
-Professionals from different
places with similar learning needs (held in New York, London,
Singapore, Bangkok etc)
 -Distance
Learning / 1-to-1 Videoconference, 1
Facilitator & 1 student)
-
Customized, Private
Course Format -conducted
1-to-1 around the world via web video conferencing.
 -In-House
-Existing Small Group
-
Delivered on-site.
This tailored Course is for provided for yourself and a minimum of 7
of your associates in your office
(conducted around the world) |
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Around the world more and
more mature, accomplished professionals are reengineering their
skills to practice a life affirming coaching model of personal
and business development.
We help independent, small and large firm professional coaches,
consultants and internal coaches/managers construct the road map
and then build the roadway to securing a successful coaching
practice/program.
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Fast Tracked, Focused, Customized Learning...
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Whether you want
to significantly improve your coaching skills or build a practice, the
Institute's Coach Training and Certification programs can help you achieve
your goals. Our courses feature tailor-made hands-on tasks and real-world
business scenarios, allowing you to roll up your sleeves and get right to
work. With the Institute's training, guidance and support in just a matter
of days, you’ll be creating your own successful model of business practice,
identifying your clients and market opportunities, developing powerful skill
applications and embracing new business management practice standards.
Complete your investment in yourself and your future by becoming a Certified
Master Coach.
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Clarity. Accelerated, shorter learning. World best standard. Practical
application. Industry focus.
Industry recognized certification
Our blend of
individualized/tailor-made course content, proprietary methodology,
tools available for
re-branding and 1 to 1
personalized instruction is unprecedented in the coaching industry. It
all adds
up to one thing: professional
success.
No one
else offers what we do. No one else produces world-class organizational
coaches who are
able to practice at a
world-best standard with organizations anywhere around the globe.
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Knowledge & Skills
NOTE:
Perry Zeus (the Institute's founder) and his research and support
staff spend over 75% of their time engaged in research
and developing data, knowledge and expertise in several business
coaching practice areas. Our worldwide research includes
investigating the latest case studies; interviewing leading
professionals in their field and various industry groups; listening
to the thought leaders in their specialist area; compiling and
testing best practices, techniques, processes and practical models.
The results of this extensive, ongoing work allows us to constantly
update the quality and relevance of our comprehensive
Coach Certification programs -ensuring our courses are:
1) -
always in step with world best practice and the latest
organizational thinking and,
2) - are
internationally recognized as the highest possible standard in the
world of professional organizational
coaching.
Our faculty writes
groundbreaking text books and consults with organizations and
governments worldwide. The Institute's expert Faculty members may be
advising a Fortune 100 Coaching Program Manager in
Massachusetts and London one week and then next sharing the insights
with you (via 1-to-1 mentoring) the following week.
Graduate Support:
Perry Zeus and his team's
ongoing research not only advances the quality of the Master Coach
Course but also the follow-on mentoring and other forms of support
(such as our regional Master Classes, Facilitator Program and
Partnering Program) form part of an invaluable Professional Support
System.
Obtaining
the Coach Certification by the Behavioral Coaching Institute (BCI
-our parent organization) sets you
apart from other coaches.
Perry Zeus's and Dr
Skiffington's international reputation as authorities, educators and
developers of professional coaching is directly linked to
the world best standard of coaching the Institute's
Faculty teaches. Only qualified applicants that have a proven record
of organizational accomplishment, professionalism and integrity are
eligible to apply for her limited one-to-one courses -and only one
in four of these applicants are successful in obtaining a place.
Also note: -the few available courses that
the Institute's Faculty are available to conduct each year are
by invitation only and there is a strict criteria of selection.
"The BCI's Graduate School of
Master Coaches's graduates are considered the elite in their field
of
practice. The designation as a graduate of the Institute's course is
an invaluable marketing
and sales tool for any professional coaching practice striving for
industry and client recognition."
-
AAP News. March 2009 |
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Fast
Tracked
career development via tailored-made,
accelerated
learning...
--qualified
individuals are eligible to become an elite Certified Master Coach
by undertaking a short course tailored fitted to meet their specific
skill set
and business needs..
"BCI's
advanced short-course contains more resources, material and
knowledge
transfer than any other long term coach certification course"
-BCI Survey -Center of International Education.2009
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This faster, more comprehensive and more
sustainable individual learning is achieved through
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.only
inviting qualified students who have a suitable background and the
capability to successfully apply what they
have learnt in the course
1-to-1 Pre-Course Work to
best prepare the participant to maximise their course time. -and-
post-course 1-to-1
mentoring to support
the application of the new learning and skills
by using a customized, One-to-One or (very) Small Group format the
student is able to focus on their individual needs
and
learn in a private, personalized and comfortable learning
environment
the learning objectives come from the goals selected by the learner
at the beginning of the course
the course content, depth and focus is dictated by the learners'
self-directed approaches to meeting each of their
goals
this is a unique learning situation where the facilitator and
student establish a personal connection and work together
as equals versus the
student being feed cookie-cutter material by a trainer in a
traditional "classroom environment"
the course integrates non-traditional development techniques
(peer-based, self-directed learning, systems thinking,
reflection and inquiry) and
applies them to achieve the individual learner's set goals
the course style is experiential, "hands-on" with the student
actively applying what they are learning to their specific
workplace situation
the course integrates personalized role plays, case discussions,
ongoing feedback, support, inquiry, reflection and
supportive challenging
the 'world-best standard' course is "industry focused" versus
theoretical
the learning process is guided, supported and validated by the
Faculty member's "real-world experience and advice" and
training as university educators
the
use of Accelerated learning principles -whereby the course material
is presented to best fit the students'
preferred learning style
the individual student is able to directly tap into the Faculty
member's extensive library of knowledge and experience as
some of the world's leading
educators and practitioners of organizational coaching
the
student obtains a set of comprehensive resource manuals that is
meant to be used as an
ongoing
learning program/library of
information beyond the course
a follow-on course mentoring/support program
and our Project Support Program ensures
ongoing
learning, the successful application
in "real-time" of what has been learnt, and provides a means to
resource further specialist knowledge
on a "need-to" basis.
Bottom Line:
The Institute's proven course has been the source for hundreds
of existing and new coaches
worldwide seeking a direct route to success in their chosen
profession. Our exit poll of all graduates
consistently show all learning needs are not only meet, but
exceeded. -And, our follow-up post-course polling
confirms the high success rate of all graduates in their practice
(see also above: 'Testimonials'). Of course, as
with any discipline, developing enduring coaching skills takes place
over time with practice and
commitment.
Note: At
the end of the day, the Coaching Institute can provide all the
technical tools, techniques, templates
and guidance and support necessary to achieve world
best-standard practice, but we cannot provide the
requisite personal skills and motivation that a coaching
practitioner requires to be successful. That's
why our course is not open-for-all and we also employ a genuine
criteria of selection for enrolment.
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Some Course Objectives include teaching the participant how
to use cutting-edge change tools and processes -such as how
to:
·
Conduct a comprehensive and in-depth assessment,
relying on reliable, scientific, objective tests and how to
create a “data mirror” that casts a
graphic and vivid reflection of how the coachee is
experienced by their “audience at work”.
·
Know which behavioral patterns are predictive of
work and personal success and which ones are predictive of
derailment or
mediocrity.
·
How to forge a strong partnership, which rests on a
strong “contract” between the coachee, the coach (as the
coachee’s
“change partner”) and that of management.
·
Know how to create the optimal level of anxiety
and
positive motivation to fuel the change process.
·
How to show the coachee how to tap into and harness
their own inner motivational dynamics, so they can become
the
prime owner and mover of the coaching initiative.
·
Know how to select and use the appropriate
Behavioral-Based Change Model, Tools and Techniques to
achieve sustainable,
measurable learning and behavior change.
·
How to use effective goal setting and action
planning methodology, which capitalizes on the
coachee’s inner motivational
dynamics.
·
How to ask the right questions and provide great
finesse as a provider of feedback, especially difficult
feedback.
·
How to provide clear statistical evidence of
positive change.
·
Know how to enhance a coachee’s self-monitoring
abilities, since self-awareness is strongly correlated with
and predictive
of managerial and executive success.
·
Know how to provide “behavioral feedback”.
Behavior change only occurs when behavior changes -thus
behavioral feedback
gets the coachee involved in the continuing
coaching process and helps them acquire
the behavior-change skills needed
for ongoing self-management.
·
How to use a range of behavior change techniques
available to help build the momentum
and self-monitoring required to
achieve significant, measurable and lasting
performance enhancement.
·
How to build self-sustaining mechanisms into the
coachee’s continuing change process.
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The prestigious Master Coach
Designation:
For
years, employers and clients have been asking for standards and
criteria to help them distinguish practitioners who have proven
they can produce results through a systematic, scientific,
measurable process. Until the development of the Certified
Master Coach (CMC) Course, anyone could claim that they are a
"professional organizational / business / executive coach".
During this time, full-time, professional practitioners had also
been asking for a credential that would provide them proven best
practices with a behavioral scientific basis and help them
assess their ability, better focus their professional
development efforts, and recognize their capability. In response
to this global need, the Behavioral Coaching Institute (BCI -our
parent organization) together with the wider international
business community, developed an elite, invitational
certification program through which only qualified individuals
can apply to receive the designation of Certified Master
Coach. Today, the Certified Master Coach designation is
recognized internationally has the highest level of
certification available to qualified, fulltime, professional
practitioners who are or wish to practise at a 'world-best'
standard level.
The CMC
credential is the highest level of evidence-based, business /
executive / organizational coach training available. Over
the last decade the Institute's Master Coach training school
(The Graduate School of Master Coaches) has certified over 1,500
specialist, highly qualified professionals involved in people
development from over 50 countries.
Note: All CMC graduates
automatically become full members of the International
Coaching Council (ICC -an internationally recognized
coach accreditation body and a global workplace coaching
industry group). As confirmed by Wikipedia (the world's largest
and most respected online encyclopedia) -the
ICC is one of only three coach training accreditation
bodies that are internationally recognized.
"There are
only three Accreditation coaching bodies: The International
Coaching Council (ICC) provides
an accrediting system for business coach
training programs....the (ICC) also provides a membership-based
association for professionals involved in
business coaching."
-Wikipedia (under "coaching").
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-International
Academic and Business Advisory Board
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Who developed the Standards and the requirements for
Certification and,
- Have the Standards been
validated?
- The Behavioral
Coaching Institute designs the course. In consultation with an
Academic and Business Advisory Board -the program is
constantly upgraded according to world best practices
recognized and used. This validation process is further
confirmed by an Industry Panel
(see below) of some of the world's leading industry users and
independent practitioners.
The
'industry focused' Masters-Level Certification (awarded by the
Behavioral Coaching Institute) is also recognized
by companies, organizations and
universities around the world.
Plus
-the Certification Course is recognized by many Government
Accredited Professional Associations (as part of
their Continuing Education professional
development programs).
For example;
Dr
Skiffington and the Institute are approved
to offer continuing education/certified
courses as required by the State of California, Board of
Behavioral Sciences
(Provider
#PCE 2864).
-
Academic and
Industry Board Co-Chaired by:
Professor Motoaki Ibano, Ph.D. and Professor Vlatka Hlupic-Vidjak,
Ph.D.
-
To help Perry Zeus and his staff keep abreast of all scientific
development and industry best-practice the Academic and Business
Board was formed. The Board is comprised of some of the
world's pre-eminent thought leaders and influential figures in
modern business. The role of the board is to: 1) Highlight new
thinking, processes, technology and methodology that the CMC
Course should consider.
2)
Advise on the overall integrity and value of what the CMC Course
provides
How can
practitioners and organizations benefit from the CMC
designation?
.-Practitioners
with the CMC designation can instantly distance themselves from
the rest of the marketplace and assure their clients that they
can deliver world best standard results. Many of the world's
leading organizations are now using the coaching standards set
by the Institute's Certified Master Coach Course as part of
their criteria for the selection and development of their own
specialist coaches as well as for the selection of outside
contractors. The Coaching Institute assists both practitioners
and organizations alike in their coaching project development
and improvement.
Highest Level of
Professional Coach Training:
This Masters-Level course is invitational and is not an
open-program. There is a strict criteria of selection. Select
graduates can expect to
graduate as the
'elite' (highly-trained practitioners) in their field.
In the disparate field of coaching, you can find distinction
through credentialing by a one of the world's most respected and
leading coaching authorities.
"No other
credential in the world of professional organizational
coaching carries the value
and industry-recognition of certification by Dr Skiffington.
Those who hold it have honed their
skills through rigorous, personalized study and follow-on,
mentored/supervised application
and mastery of the taught skills in 'real-time' "
ICAA -Centre for International Education 2009 |
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Master Coach
Certification Course
-Description
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The
Coach Development Process:
The Master Coach Certification Program is not just a 4 day
customized course..
-
it is an ongoing learning experience. Graduates receive pre and
post-course follow-on
1-to-1 mentoring and support as they apply in real-time the
wealth of knowledge and the priceless toolkit of resources from
the initial training event. Real learning, understanding and
competency cannot be obtained in a classroom by the student
but rather in the actual application of the acquired
knowledge/information in his/her workplace. Mentoring further
enhances the process of technical mastery.
BCI's Continuing Professional Development Program
From Student to Practicing
Professional. . .
Professional Guidance - The Institute's Faculty
provides specialist training, consultation and mentoring to
coaches in all phases of their professional development/careers.
-The Institute provides our graduates:
- Pre-Course Work plus the option of
1-to-1 Course Preparation Mentoring/Support
- Post-Course (Follow-on Master Course) 1-to-1
Mentoring/Support. Graduates
are also able to receive guidance and
support as they continue to work on
a personal 'Practitioner Skills Development Plan' established
during the course.
- Project Development Support
- Special Interest Regional Master Classes
- Graduates Business Partnering Program
Our unique, "tailor-fitted" curriculum is
designed to provide you:
1) a solid and secure understanding of core coaching
techniques, models and skills,
2) a world standard competency in those skills
3) a personalized means of knowledge transfer (one-to-one)
for effectively adapting those coaching skills to your style
and personal skills, and
4) the right to promote yourself, for financial gain, as a
"Certified Master Coach".
-
The course is tailored to meet
your specific skills and practice needs. Trained in a
private, personalized environment, our graduates can confidently
obtain the necessary world standard coaching and business
practice skills they require to successfully compete in the
exciting professional world of coaching.
The
one-to-one course consists of learning modules which are
strictly customized
to YOUR skill set
needs and business goals.
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What
You Will Cover:
-
External Coaches:
-
How to locate your coaching specialty
Business Practice Management Skills
You are taught critical
management (Structure
and Organization) and marketing skills necessary for
a successful coaching practice - including:
Proactive Self Marketing: Professional external
coaches often neglect the marketing side of their practice,
wasting time going down blind alleys or not knowing how to
market creatively, effectively and inexpensively. They
become experts in their specialty, but not experts in the
promotion and marketing of their business. The first
cornerstone of the course is the construction of a detailed:
1) Business Plan and, 2) Marketing Plan of Action/Practice.
Other marketing activities include:
Designing your marketing mix,
Template marketing guides, web-sites and Relationship
marketing strategies.
Proven Practice
Building Strategies: Our expert facilitators show you how
to identify your current and future practice strategic
needs, strengths and weaknesses so you are able to create a
more solid, secure foundation from which to grow your
business. Our experienced faculty team also guide you how to
match your services with a market that is ready to buy. You
will also learn: how to establish a
targeting strategy; how to open the doors to
your niche market;
proven
methods of creating a business network from a
zero base and, how to expand your existing network . Plus
you'll receive sample marketing brochures, business guide
sheets and letters to suit.
Best practice in Client-Centered Management: How to
establish quality improvement and outcome management "best
practices". Includes the eight stages of establishing CCM.
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For
External and Internal Coaches:
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Sessional and Workshop Design and Delivery
A Coach's expertise must include
the ability to plan and design an effective process for
meeting business objectives, balancing creativity,
participation, efficiency and ownership. This critical phase
will ensure that you design effective and stimulating
sessions and workshops.
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Practice
Management - Situation Training
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Learn via customized
hands-on exercises.
Step 1. First identify the right coaching
protocols and processes for you
Step 2. -Then learn how to master the use
of the knowledge/strategy.
Here you'll be able to select
and practice your new skill sets in a supportive
environment. Our many Hands-On "Real-Time" Exercises are
designed to simulate your particular workplace
situations/real-time business challenges so you can
cement your newly acquired knowledge with well tested
practical activities. Rather
than presenting a formulaic set of exercises, we address
your relevant business issues (dealing with clients and
prospects, Coaching Program Managers, HR Managers,
potential coachees, the coachee's peer group etc) that
pose immediate challenges. Simulations are followed by
lively, insightful discussions of the applicable
learnings.
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How We
Think
Behavior
Results:
-Be taught how to use the Behavior-Based Coaching
Model - and look below the surface.
Learn :
-Why the human brain obstructs change?
-The process of change and the critical elements of building
lasting change
-Breaking the Code of Change -A systematic plan of action
that carefully sets out and sequences the various stages of
change
-How to move from talk to the psychology of “getting to
action”?
Discover the primary causes that limit people: what are
the key behavioral patterns and beliefs that affect an
individual’s
professional and
personal drive, development and dynamics, how
they are
triggered and how they contribute to individual,
team and organizational issues and undermine desired
results.
Behavior-based coaching allows its users to look beyond
symptoms and appearances to
the fundamental issues. The course's validated tools provide
proven leverage towards achieving a person’s
ability to change, learn and reachl
their potential and goals.
-
Bonus: The
CMC Program includes
latest Review Materials and Research Studies from Harvard
etc
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Changing someone's actions is like
looking at an iceberg.
Only 15% of the totality of an iceberg is
visible above the water. Yet it is driven by what takes
place below the surface, where 85% of the iceberg is
susceptible
to different forces.
What is really happening
and affecting actions is below the surface not above. In
order to change you have to find out what's under the
surface. It takes the trained professional use of
validated behavioral assessment instruments to see what
is below and bring it to the surface, and the
use behavior-based change models and tools to effect
lasting positive results.
In our daily environment, only 15% of the forces that
drive people, projects and situations are typically
accessible to us. If work-place agents of change do
not have the behavioral tools to actively search for
that invisible 85%, they will end up managing symptoms,
generating stagnation
or
unintentional
damaging consequences.
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What You See
What
You Get
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Using behavior-based coaching tools and models,
participants are taught how to explore the "85%" and how to
use validated
'levers' for achieving sustainable, measurable progress.
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Coaching Models and Types of coaching:
Multimodal Approach
-course participants are taught how to select and
use the appropriate coaching model.
- Multimodal - is a technically eclectic and
systematic approach as it uses aspects of different
validated coaching models and techniques. The key to
the success of this professional approach (typically
employed by long-term successful coaches and
coaching program managers) is the coach's training
in the use of a range of behavior-based coaching
models and techniques. Based on an assessment of
the client's needs the coach is able to select the
appropriate methodology and skill sets to suit.
In order to obtain a successful outcome for a specific
coaching intervention, it is critical to have a range of
proven models from which to choose. The most
popular models and types of coaching are critically
reviewed. Outdated, goal-centered popular models are
compared against leading-edge, empirically proven
behavioral-based models. Course participants are then
able to evaluate and select industry-proven platforms
that are suitable to the types of programs they are/will
be conducting. Several evidence-based coaching models
are analysed including how to build a validated
Behavioral Coaching model. -B.C. Model > Read more...
Step 1. Education: How to establish the information
platform from which to launch a coaching program.
Step 2.
Data Collection: Coaching Needs Analysis and establishing the
program's objectives. Includes how to assess
behavior and performance 'pre', 'during' and 'post'
development.
Step 3.
Planning: How to target relevant
specific, observable, measurable behaviors. Goal setting.
Action Planning.
Steps 4 to
7. Behavioral Change: How to select and use the
appropriate behavioral change model, techniques,
self-monitoring strategy etc
Step 8. Measurement: How to
select the appropriate behavioral analysis, measurement
techniques, data collection and
analysis tools etc..
Step 9. Evaluation: How to
establish a suitable framework for evaluation ( ROI, ROE),
how to evaluate intangibles (soft
skills), create a report card, report to the client etc
Step 10.
Maintenance: How to establish a self-coaching and support
program
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Coaching Best Practice:
-Best World Practice, Best Industry Practice, Best Practice
Assessment.
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Case-study analysis:
-best-practice coaching initiatives conducted
by the top industry leaders and
practitioners are analyzed. What
do they do that sets them apart? How do
they deliver the results?
What impact has it had on their people
and business
performance? How do they stay on the
"learning edge"? "How to
apply the practices that best suit
you."
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Extensive -Industry and Research Practitioner Reports on
"coaching interventions, tools, techniques and processes..":
These
invaluable 'Practitioner Resources' are compiled by our
Center of Applied Behavioral Coaching. The extensive
Reports evaluate (and show how to employ) the latest,
validated coaching technology -as used in:
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Corporate Coaching;
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Business Coaching;
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Executive Coaching;
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Non-Profit Organizational Coaching;
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Leadership Coaching and,
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Small Business Coaching...
..-across a wide range of industry sectors.
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Organizational coaching:
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Three
Practice Areas -
Organizational
Performance
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Management, Change
Leadership
Development
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Developing
leaders and teams
Talent Management
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Developing
Careers, Managing Performance,
Retaining Talent, Managing Succession
Organizational coaching has a unique series of challenges and opportunities to design, implement
and grow successful programs. Issues such as: the need for
continuing education
and coaching
staff training options
(including for Coaching Program Developers); developing a
critical checklist for building an executive/leadership
coaching program; defining best (industry or world standard)
practice and operational management standards;
how to build coaching programs that integrate with
and support an organization's learning, cultural alignment,
strategic planning and address relevant OD challenges;
selection of appropriate program measurement criteria,
return on investment criteria, sourcing appropriate coaching
technology and staff and technical program support etc -are
just some of the key areas that require considerable
thought, planning and guidance.
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The
Approach
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1.
Pre-Course Work:
-via our Online Learning
Portal plus 1-to-1 Pre-Course Preparation/Telephone
Mentoring with Course Facilitator.
2.
Applied Accelerated Learning:
-Personalized Learning in a Small
Group of like-minded Professionals.
Action, accelerated learning is a guiding principle for the
course. Our approach does not involve simply attending a
workshop, however interactive. With one-to-one guidance, the
participant explores the use of the latest valid coaching
technology and practices. The personal involvement of
participants is a foundation stone of the programme. Working
with their peers: the participant is enrolled in role plays,
discussing case studies and open reflection and debate on
how some of the examined change interventions can be best
applied to their workplace/practice.
"The Institute stresses
experiential, hands-on, applied learning.
- we believe you must use the skills to own them.."
Coaching Practice Skills
Experiential learning exercises
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participants receive practice and feedback on coaching
skills and their own
coaching practice skills development plan..
The participant is taught how to manage a coachee or a group
of persons towards the achievement of their objectives while
encouraging ongoing feedback and accountable change. The
participant also receives instruction and practice in the
latest, relevant psychological-based skills and techniques
that generate sustainable, measurable change and learning
acquisition -that they require for their practice. Other
Coaching Skills/Techniques taught include: The Critical
Learning and Behavior Change Check list..and more
Coaching skills development tool.
Feedback
and a development plan is provided to
each student to help
them recognize their strengths and work on
areas that need further
development.
Post-course
self-assessment of coaching skills
is also a powerful exercise for enhancing professional
competency.
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Coaching
Sessions -Role-Playing
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From Knowing to Doing:
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How to Implement!
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"This course
has all the essential ingredients for success:
the best available curriculum; expert
faculty; an
outstanding post-course support program; and,
invaluable
networking with your peers."
-Dr James Aaron (AECC, L&D Director, NY)
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.- First,
learn how to select the right coaching techniques and tools
(that
have scientific reliability and validity) for you.
- Secondly, engage in a suite of role plays (relevant to
your working environment) throughout the "hands-on" course
applying the skills learned to increase the success of
organizational interventions and to create breakthrough
thinking and actions..
Role-playing means the student is able to build correct
habit patterns in a private environment, followed by
individual supportive critique through rehearsal. The
facilitator also "models" various techniques/role-play
scenarios. By working in a personalized environment
the student is able to learn how to: implement the specific
behavioral skills and techniques they require to master
and, use the language of organizational coaching at a
"real-world", professional best-practice level. |
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Case studies and other
customized, personalized exercises.
Exercises and case studies are
analyzed and related to the participants' particular workplace
needs. With invaluable case study
resources
and post-course guidance participants learn how to build their
own coaching practice and develop programs that
specifically relate to their working environment.
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3.
Post-Course Telephone Mentoring:
- This critical part of the Program ensures that all
CMC graduates receive the same level of assistance as they
apply their new knowledge within their workplace. Our expert
Faculty works with each graduate (1to1) to follow-through
the application in "real-time" of the new learning and
skills from the "hands-on" course and the extensive library
of manuals, resources and toolkit provided to each graduate. |
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The Behavioral Coaching Institute is the global leader in
the development
and provision of workplace coaching best-practices, tools and
processes:
Note:
The Institute's Certified Masters-Level Course is designed for
both Internal and External
Coaching Practitioners:
For External
Coaches
-on
completion of the four-day
course you will intimately know:
a)
how to build and manage a thriving practice and,
b) the power of the language of world best-standard coaching.
Some Benefits:
- Know
how to realize
your vision
into a viable coaching business.
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Clarify your positioning to prospective clients
about just how you can assist them.
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Become aware of the various marketing strategies you
can use and learn proven
ways for coaches to get clients
- Develop
a proven business plan which is realistic and
effective
-
Receive sample proposal, contract and working documents
so that you can confidently respond to clients'
needs professionally
and be
protective of your own interests.
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Learn how to best
price your services,
know what others are charging and how to negotiate fees so
that the focus
is on your work and not your fee structure.
- Identify the common costly mistakes coaches can make
*Also
learn how to use measuring tools
that will
enable you to obtain and keep clients ...and
significantly up-size
coaching contracts
by cost-justifying your fees and showing a ROI (return on
investment) to the client.
- Join
the exciting and rewarding world of Certified Master Coaches
and be the professional that can demand the fees, respect
and a lifestyle you deserve.
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The
Institute's expert Faculty have
facilitated customized coach training programs for hundreds of
senior executives in major corporations and government agencies.
-They have worked with CEOs, HR,L & D leaders, Senior
Management and their management teams in such companies as;
Credit Suisse, Daimler Chrysler, Toyota, Lloyds Bank, Ernst and
Young, Vodafone, Saatchi and Saatchi (New York), Sony
Corporation, Pfizer, McKinsey & Company,
Mt Sinai Hospital, The Bank of New York and Walt Disney World
etc*.
Course participants have also included executives in
not-for-profits (such as World Vision, the Red
Cross, government agencies e.g; the Education Department and
the Defence Dept.) and higher learning institutions e.g: Hong
Kong University of Science & Technology and University
Westminster (Business School).
The Institute's sought
after courses and highly valued work as a coach are well
documented in many journal and magazine articles and case
studies published in her best selling coaching text books (sold
in multiple languages around the world).
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For: Internal Coaches
-To be the Best You Have to Learn from the
Best
The best private coach
training for yourself or your group
For organizations who simply want to build a 'best
world-standard' coaching program and have their key people
trained to deliver accountable, measurable results.
Coaching Project Support:
Let's face it. Running your own coaching programs can sometimes be
unnerving. It's comforting to have the support of someone who
has guided other organizations similiar to your own.
The Master Coach course content
surpasses that of any comparative course -in any terms. The
Institute's expert facilitators have the relevant "hands-on"
international experience to answer your most challenging issues
and are able to facilitate hands-on learning interactions that
relate to your specific needs.
In-House
Course Option:
By customizing
the training to meet your needs, you can ensure that everyone
in your organization shares the same knowledge, practice
management, methodology and skill sets. Courses can be conducted
at your facility or at one of our regional campuses.
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*2008/09
-Sample list of clients -whose key personnel have
completed the Institute's Master Coach Course:
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Alcatel
ABN Amro
Antares Corporation
ANZ
American Medical Systems
Aspecture
Bae Systems
Baytec Institute
Benz Technology International
Bloomingdale's
Cathay Hotels
Chanel
Citibank
Citigroup Global Services
Daimler Chrysler Academy
Empowering Lantinas
Ernst & Young
Federal Express
GE
Hong Kong RealStar Property
Howard Hughes Medical Institute
Japan Int'l Business Recruitment
Lloyds TSB Bank
Lux Consulting South Korea
Maritime Life Assurance Co.
McKinsey & Company
Mass Mutual Financial Group
Motorola
Mt Sinai Hospital
NedBank
Nextel
Pfizer Global Pharmaceuticals
Red Cross
Rockwell Automation
Saatchi & Saatchi, NY
Schroders Invest't Management
Seaboard Energy
Sony
The Bank of New York
Toyota
Starcom UK
Vodafone
Walt Disney World
WMC Resources
Whitbread UK
World Vision |
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Some Government and Educational Clients :
APRA
Brazilian Coaching Society
Canada Customs Agency
Centrelink
Clear Channel University
Department of Defence
Department of Natural Resources & Environment
Hong Kong Civil Service
Hong Kong University of Science & Technology
National Health Service UK
MBA Empresarial
NSW Dep't of Education
Law Society of NSW
Minstry of Defense Singapore
Queensland Government Corporate Solutions.
PNG Education Department
Royal Australian Air Force
Rural Ambulance Victoria
Singapore Civil Service College
Scotch College
Liverpool Hope University
University of Pretoria
University of Westminster -Business School
University of W.I., - Mgt. Development.
University Hospital Birmingham
Liverpool Hope University
University of Pretoria.
Water Corporation, WA
Lower Colorado River Authority.
US Fish & Wildlife Services. |
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** Some more recent Corporate Clients whose key staff have
completed the CMC Course ** |
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. What
you will learn by completing the elite Master
Coach Program (Campus or 1-to-1 Distance Learning) |
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Note: The Institute's
exceptional team of global facilitators are all: world
renowned practitioners and authorities on
organizational
coaching, acclaimed educators, behavioral scientists and
best-selling authors.
See:
Faculty |
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Note:
the following content is an overview of the course.
As the course is
tailor-made,
it will vary in focus and subject
matter according to the learning goals/personal skill set and
business skill needs of the participant.
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Each participant is personally shown how to successfully
apply the
following models, tools and best practices within their own
specialist
workplace:
-
several
empirically proven Models of Coaching (including the
solution focus and cognitive
models etc) that have a basis
in the behavioral-sciences
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the
Behavioral-based Coaching Model
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the Ten Step-by-Step Coaching
BluePrint™
to building best-practice
Coaching Programs: -
client education, data
collection, planning, behavioral
change,
measurement, evaluation
and maintenance etc
-
the Five
Forms of Coaching: coaching education, skills coaching,
rehearsal coaching,
performance coaching and self-coaching
-
how to build a Developmental Executive Coaching Program
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a Coaching Framework for enhancing executive
decision-making processes
-
selecting the appropriate Leadership Development Coaching
Model
-
Behavior Modelling used in Leadership Development
-
a Three-stage Transformational Model for deep organizational
change
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Change Models for establishing a Coaching
Culture in Organizations
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Cross-Cultural / Intercultural Global Leadership Development
Coaching Models
-
other industry proven, validated models and methodologies
-
how to use the
latest Mind WorkOut Tools™
-that have a neuroscience foundation
-
the mind and body (physiology) connection
-the influence of Eastern philosophy on coaching
-why
does the human brain obstruct change?
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Brain-Based Learning and Brain-Mind Learning Tools
-
proven behavioral
change tools and techniques
-
the Critical Factors required for successful behavioral
change
-
behavioral Assessment Instruments and follow-on data
interpretation
-
measurements of behavior and maintenance of behavior change
-
how to align
Management behavior with the Organization's Business
Objectives
-
how to
identify behavior patterns that can harm the talented
executive
-
identifying and
working with the different types of organizational behavior,
personal
behavior, leadership behavior,
political behavior, InterGroup and Group behavior
-
how to develop the
coachee's ability to change
-
how to develop High
Potentials
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how to manage
derailment turnarounds,
Dysfunctional Behavior
and Non-Rational Behavior
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behavior practice
and charting progress
-
coaching
skills diagnostic tools to assess skill sets via self, peers
and with facilitator
-
outcome/results measurement tools
-
business practice management tools
-
business processing forms and reports
-
proven marketing strategies (for practices and in-house
programs)
-
reference materials (important case studies,
articles, papers)
-
practice guides, study materials and resource
listings
etc
supplied as part of the
course
-
plus:
-
Coaching
specialties and how to find yours
-
Developing a
Coaching Philosophy
-
Coaching -is it
really another form of psychotherapy?
-
Why a business
coach doesn't need psychological qualifications
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Coaching with
businesses - coaching competencies
-
Understanding
Organizations
-
Business coaching
principles
-
Life skills
coaching
-
Team coaching and
team diagnostic materials
-
Role of Master
coach
-
Defining and
Implementing a Coaching Culture: Organizational Development
Models
-
How to build small
and large-scale Organizational Coaching Programs
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How to use
foundation seminars and workshops
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How to apply the
latest learning and development models
-
Coaching
initiatives in the top companies
-
Coaching across
cultures
-
How to develop a
coaching program for managing progress and accountability
-
The language of
coaching
-
How to develop a
range of required coaching interventions
-
How to select the
appropriate methods of coaching
-
How to respond to
the most common coaching/client situations
-
How to establish
commitment, trust and intimacy with your clients
-
How to report to
management
-
Collecting
Background Material
-
Drafting and
Proposing the Contract of Services
-
Preparing
efficient and effective results based coaching sessions
-
How to design, implement
and measure successful coaching programs
-
The Structure of a
coaching cycle
-
Designing Workshops
-
Gaining Support
-
Creating the
Environment
-
Neutralizing
Biases
-
How to prepare,
design and conduct a session
-
Starting the
Session
-
Assessment Do’s
and Don’ts
-
The structure of
the coaching conversation
-
Keeping the
Session Focused
-
Setting and
Maintaining Pace
-
Meeting Objectives
-
How to correct and
leverage any slippage
-
Collecting and
Structuring Information
-
How to develop
your Coaching Style with your clients
-
Producing Measurable Results or
How to measure the results of coaching
-
Evaluating
Performance
-
How to overcome
individual, group and organizational Resistance
-
Coaching skills
self-assessment
-
Coaching role play
exercises
-
Feedback on role
play coaching exercises by Course Facilitator (see below*)
-
...and more
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Plus
A
Personalized Coaching Skills Development Plan
*:
-Each participant receives
(through a series of supervised coaching practice
role-plays) detailed feedback and a coaching practice skills
development plan. This invaluable development plan is also
used by the participant post-course: 1) as a 'self-coaching'
blueprint for the ongoing development of their professional
skills and, 2) as a tool to review their progress with the
Course's Facilitator during their post-course mentoring
sessions. |
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Plus
for External Coaches:
-
Creating your Business Practice Model and learning the latest
Practice Management
techniques (sole practitioner or group)
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- How to locate your coaching
specialty
- Identifying the coaching interventions you should specialize in
- Current hot market opportunities for your practice
- How to develop a range of products/services
-
How to create a business marketing strategy and design
marketing and advertising support
material
- How to write business proposals and coaching agreements
-
Templates for your Marketing brochures and letters
- How to develop the ideal practice you want to work in
- Secrets to building a successful Group Coaching Practice
-
How to establish a service pricing structure
-
How to define your business profit centers and new markets
- How to sell your business to
large clients
- How to keep ahead of the market/your
competition and secure your financial future
-
Setting the Terms of the Engagement
- Client Management
- Client/case management issues
-
Networking and Referring
- Legal and ethical issues
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Plus
-Industry
tips and trade secrets: |
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An insider's view of the industry.
- Coaching Options and Choices: What our Industry Research
Tells Us |
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- The best
entry-level position for a coaching assignment
- The most
popular, in-demand specialist coaching assignments
required by small business and corporations
- How to obtain
the best paying assignments
- The stages and
internal politics involved in a coaching project
- What the latest industry trends are
-
How to start your own coaching firm as cost-effectively as
possible
- The skills employers and clients are looking for
and how you can develop them
- The best ways to
get experience that will give you an
advantage over your competition
- The most effective strategies to obtain a
coaching position with a professional services firm or
as an in-house coach
- Types of
clients/employers and the best ways to approach and manage
them
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Large firms
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Boutique firms (small and specialized consulting firms)
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Internal coaching for corporations
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Business sectors and types of organizations that are
running large coaching programs and hire coaches
- What
private clients and organizations/employers are (and are
not) looking for
- Advice
to help you pass the interview and submit a winning
proposal
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Advice on how to best manage the decision makers to whom you
report
- How to handle the first-up "remedial
case" issue
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"BCI's
Graduates School's expert staff were able to significantly enhance our
coaching resources,
dramatically expand our coaching knowledge and provide new technical,
operational and
personal skill sets to cover all current and foreseeable future
requirements of our market."
-Dr Rogers, Director IMG
Note:
-as you are
personally trained in a PRIVATE, SUPPORTIVE setting you are
able to express the learnt
skills in a very active and free way. This is a unique
alliance between a Master Facilitator/Educator
and participant working together as equals. |
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Graduates Master Coach
Practice Library
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-Exclusively
compiled for CMC graduates
-by the Behavioral Coaching Institute (our parent organization
and the acknowledged world leading developer of
coaching technology / knowledge) and, the Center for
Applied Behavioral Coaching (the Institute's
global research and publications center) |
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-Extensive
Resource and Practice Materials
(several hundred
plus
pages)
-include:
-
Master Coach Course
Practice Manuals
-
Resource Manual, and a
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Master Coach Toolkit
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The
Master Coach is required to make critically informed
decisions on people's personal and professional lives as
part of his/her day to day work. Today's professional
coach must be able to select the appropriate methodology and
skills relevant for any one intervention and therefore draw
upon a wide range of proven, validated coaching models,
tools, techniques, protocols, practices and sources of
information etc. The quality and depth of the
coach’s practice toolkit and back-up support system not
only affect positive coaching outcomes (and therefore the
amount of happy clients) but also makes the coach’s life
much easier and more enjoyable |
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Our
select students obtain a set of up-to-the-minute, cutting
edge,
comprehensive resource manuals that are meant to be used as an
ongoing learning program/library of information beyond the
course. Students are also provided and shown how to use
actual check sheets, forms, and procedures developed over
several years by some of the world’s leading coaching
practitioners who work with our expert faculty team.
Graduates can customize and re-brand these valuable tools,
techniques and templates to build a solid 'world
best-standard' structure for their own coaching practice.
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A comprehensive and tailored
Workshop Manual
is provided to each participant
An invaluable, extensive
Resource Manual (containing
industry case studies, articles, reports, references and
assessment sources etc) -that
provides a personal and generative developmental path for
continued learning is
provided to each graduate.
 -
A priceless
Master Coach Toolkit
-which
forms the core of the critically important
Coaching Practice Support System
for a professional coach is also provided:
Note:
Many vital practice protocols, techniques and assessment
instruments a professional coach requires are only
available to coaches trained and mentored by a facilitator who
is also a licensed clinical psychologist. The Institute's
industry-proven Master Coach Course meets the critical needs for
business and executive coaches to be trained and
mentored in the use of validated, reliable psychology-based
tools and techniques.
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The
invaluable Coaching Toolkit (on
CD) contains: free coaching forms, reports, assessment
instruments (see below) and other coaching
materials and tools, models and templates which the graduate can
rebrand and personalize.
The cost of the instruments alone would be at least $3000 in
total.
These invaluable workplace tools are now included, at no extra
cost, in the course. Graduates are also encouraged to further
develop and customize their own coaching toolkit of various best
practice structures for contracting, legal guidelines, coaching
aids, designing agreements, and referencing professional ethics
and industry standards.
Some contents include:.
- Coaching practice worksheets,
checklists, forms
- Developing an evaluation (ROI)
architecture that includes business goals, initiative
objectives, and evaluation objectives
- Coaching Best Practices
- The mechanics of coaching
- Various Processing Tools
- Mind WorkOut
Tools™
- Validated Coaching Techniques
and styles
- Dialoguing Tools
- Practical exercises such as:
-The trade secrets on how to overcome resistance and achieve
sustained
behavioral change and,
-Unblocking a coachee's self-limitations, fixed thinking and
distortion patterns
- Case histories and remedies
- Resource Listings
- and lots more
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Note:
3 CMC Course Format Options:
.
-
BCI
Course Venue -Peer Small Learning Group*
-Professionals from different
places with similar learning needs (held in New York,
Singapore, London, Bangkok etc)
-*Distance
Learning -Online
Video Conference Class
-
1 Facilitator with 1
participant
ONLY -conducted around the world .
-In-House
Small Group
- Delivered on-site
for 7 or more associates.
- Qualified
applicants click here to submit your REGISTRATION OF INTEREST
FORM Now!
*2010
N.Y, Singapore, London, Bangkok & Global Course Dates
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See here for: - latest case
studies of our
In-House Courses
-
In-House Course Fee Schedule
- Available
for License to CMC Graduates
'Manager/Leader as Coach' -Workshop
Training /Course Manual
-Licensed users are able to re-brand a suite of invaluable
courses (each containing over 30 extensive modules)
and re-format the material to create short seminars or workshops
or longer certificate
courses etc. Strictly Limited for use by graduates of the
Institute's
Master Coach course...read
more..
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Registered as an Education provider from the State Board of
Behavioral Sciences, California .
Contents:
USA, UK, Europe, Singapore, Spain, France, Australia, Asia,
coaching course, business coaching, executive coaching, coaching
role play coach training, business coaching course, executive
coaching course, business coaching course contents, coaching
institute, business coach certification course,
USA, UK, Europe, Singapore, Spain, France, Australia, Asia |
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A
Range of Assessment Instruments/Questionnaires
A Structured Interview - a
comprehensive assessment for executive coaching
