- Courses conducted around the World -
       - World's first professional coach training course -since 1994 -
 

 
 

Contents: coaching course, business coaching, executive coaching
 

           

 
 

      Campus or Global, 1-to-1 Distance Learning Program
            -Course Content 
>See Below Page

 

 

                   .


 
     "
To be the Best You Have to Learn from the Best....
    
-
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."
 
  - Entrepreneur Magazine 
-Coaching Course

 
g course testimonials:

 

               Points of Distinction

        First, some important success stories and testimonials from a few of the
            Institute's elite
1,500 plus graduates from over 50 countries

 

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.

.

 

“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)

 

"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.

 


"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)

 

"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)

 

"I've participated in a two year university coach training course and regardless of the convincing academic sales pitch, it turned out to be just another lightweight introduction to the coaching basics. I could have saved lots of time and money if I had only found your select course first. Congratulations on designing the ultimate coach skills training program. Your tailor fitted, world class course provided me the specific coaching tools and techniques and practice know-how I needed to become the qualified and prepared coach my clients expect." J. Burke (Life and Business Coach. NY.) 

 

"Better skills equals better jobs. So it was invaluable having the industry leader in Organizational Coaching provide me with the highest level of skills transfer. Fantastic! Very hands on - real world value".  Frank Goss, (Frank Goss and Associates. MD.)

 

"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)

 

"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)

 

“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)

 

   

"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.)

 

"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)

 

"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)

 

"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)

 

"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)

 

"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)

 


"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)

 


"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)

 

"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)

 

"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)

 


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.)  

 

"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)

 

"A challenging, stimulating program"   A. Jones.  (Lecturer, New England University) 

 


"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)

 


"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

 


"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.)

 


"Your knowledge and perspectives have helped me bring my existing coaching business to a more complete, professional level. I believe I can now offer a most professional service to even the most demanding clientele" 
R. Frank  (Biz. Coach, Vancouver, Canada)

 


"This has been without doubt the best, most practical and most beneficial learning experience I have had in years.  Anyone thinking of recreating their profession should consider attending this course. I was provided everything I needed to begin a coaching practice. Thanks everyone, for ensuring a great four days."  
D. William. (CEO of Lifelong Learning.) 

 

 
           
   

Learn the Secrets to Behavior Change and become a successful Master Coach..

-The Behavioral Coaching Institute (BCI) is the world's leading developer and supplier of evidence-based, industry-proven coaching knowledge / technology.
 
-Coaching Technology based on proven industry research and 
                       behavior change science:
 
What sets BCI apart from others is the depth and extent of behavioral scientific research on which our programs are based and the fact that we continue to use the outcomes generated by our global corporate clients into our methodology and systems to refine and update our educational products and consultation services.

Foundered in 1998, BCI's research and innovations is recognized around the world and our Faculty staff are also internationally recognized experts in the field of personal and professional development. For example; our Faculty members have published research papers in multiple peer-reviewed journals and have presented at numerous international conferences.


-Best-Selling Text Book
by Zeus and Skiffington

 
 -More examples:
  • BCI was the world's first international professional coach training institution.
     
  • The Behavioral Coaching Institute grew out of the establishment of the world's first course for psychologists to
     be trained as coaches (developed by Perry Zeus and presented by Dr Skiffington and Perry Zeus in the late
    1990's).
  • 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.

______________________________________________

 
 

   

 Graduate News
 
-Some recent Corporate Clients whose key staff completed the CMC Course include:
 
     

       

  

_________________________________________


 
  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.
 
 

   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

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
 
 

 

 
 


       
Perry Zeus's and Dr Skiffington's best-selling, introductory level coaching text books
         provide the necessary basic knowledge of how professional organizational coaching
         works.  However, their "hands-on, how-to-use" course provides individual students with
         qualified practitioner certification as well as the formal structure and processes they
         need.  Individuals are taught "first-hand" by some of the world's leading master
         behavioral technicians how to successfully identify and master the use of validated
         assessment tools, techniques and processes that they require for their specific
         workplace situation and their own ongoing professional development
."
        
- The Business Journal

        "At the end of the day a professional coaching practitioner can only be as good as
          their resources and standard of learning.
"
- Management Today

         "
For the last decade BCI's Coach Training Institute has consistently developed
           remarkably successful business coaches
"
- Bulletin 
.

 

 

 

 -Internal or External Coaches ...have you
  got the right roadmap?
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.

   

-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..

 
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


  
"
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
 

 -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.
 
 First Law of Professional Coaching:
    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

The Three Critical Abilities -a coach requires to create a successful development plan for an
   executive

        
The ability to locate, assess and measure the appropriate behavioral aspects impacting upon a
                personal/professional (learning or development) change initiative or the performance of a specific
                professional skill set to be enhanced. 

        
The ability to translate behavioral feedback into an action plan. 
        
And, the ability to determine the relationship between the personal behavior of the individual and the
                organizational and business context in which the executive operates.

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


-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.

- 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.

 


 - 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. 

 


Session

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..


 

 BCI's Behavioral Research
 
Laboratory:

 

.          
           
"
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

 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)..

Ongoing research is conducted in the areas of:
  • Best practices and benchmarking

  • Instrument validation
  • Descriptive and comparative studies based upon industry, organizational characteristics, geographic region etc.

                          
  
1 to 1 Coaching 

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.. 

 
 

           " 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
The accelerated, tailored-made Certified Master Coach 
   Program is provided in
3 Unique Format Options:
    
(see: 'Registration of Interest' Form for further details)  
   
.
-
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)

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.

Fast Tracked, Focused, Customized Learning...

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.

    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.

 

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

     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 

 
  This faster, more comprehensive and more
  sustainable individual learning is achieved through

.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.

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.

___________________________________________

             

   
 
- 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").

  -International Academic and Business Advisory Board -

 - 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

 

 Master Coach
 Certification Course

 
-Description

        
© Copyright 2009. All rights reserved

 

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.


        
What You Will Cover:
            
At the commencement of the program, participants complete a Coaching Skills Profile feedback instrument that provides
          specific feedback on their coaching competencies, business and practice skills. Information related to this instrument is
          woven throughout the course including discussions to illustrate how an understanding of your strengths and challenges
          can be used to improve your session results and assist in discovering new niche areas.

  • External Coaches:  
    -
    How to locate your coaching specialty 
    How to Identity and Find One's Place. In this important exercise, the student is shown how to establish their personal skill sets, personal interests, professional expertise, skills, background etc and the local market opportunities for coaching that will affect their developing authentic and viable career directions/business specialties to practice in. Some other aspects covered include: Consolidating Professional Identity, Maintaining Professional Momentum etc.

    In the real world of professional (full-time) organizational coaching there are no coaches "for all reasons or seasons" -but rather coaches who are specialist resource/change agents. This above foundational course exercise provides the roadmap for the individualized/customized workshop. From this point on in the course, the student works on the specific roadways -the knowledge transfer/learning needs (skills, practices, tools, techniques etc) that they require to be successful in the specific interventions/programs they will practice/specialize in.


    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. 
     
     

  •  For External and Internal Coaches:
    -
    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.

 Practice Management - Situation Training 
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.
  • 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 persons ability to change, learn and reachl their potential and goals.
     

  • Bonus: The CMC Program includes latest Review Materials and Research Studies from Harvard etc

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.  

  What You See

 

 

    What You Get

          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.
  • 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
  • Coaching Best Practice:
     -Best World Practice, Best Industry Practice, Best Practice Assessment.

      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."

     

  • 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:
                       
    - Corporate Coaching;
                       
    - Business Coaching;
                       
    - Executive Coaching;
                       
    - Non-Profit Organizational Coaching;
                       
    - Leadership Coaching and,
                       
    - Small Business Coaching...
    ..-across a wide range of industry sectors.

  • Organizational coaching:
     - Three Practice Areas -
    Organizational Performance  -
    Management, Change
    Leadership Development  -
    Developing leaders and teams
    Talent Management  - 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.
  The Approach
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 - 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.
         Coaching Sessions -Role-Playing  
  
     - From Knowing to Doing:
        -
How to Implement!

 "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)

.- 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.

         
          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.
 
          
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.

 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.
  • Clarify your positioning to prospective clients about just how you can assist them.
  • 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.
  • 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.

           

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).
 

 
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. 

  *2008/09 -Sample list of clients -whose key personnel have
                   completed the Institute's Master Coach Course
:
.

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

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.
   

                      ** Some more recent Corporate Clients whose key staff have completed the CMC Course **

             
 
.  What you will learn by completing the elite Master
     Coach Program (Campus or 1-to-1 Distance Learning)
 
   
  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

 

   

   
 
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.
.


 

  •    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
    - the Behavioral-based Coaching Model
    - 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
    - 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
    - Change Models for establishing a Coaching Culture in Organizations
    - 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?
    - 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
    - how to manage derailment turnarounds, Dysfunctional Behavior and Non-Rational Behavior
    - 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 

  • 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

  • How to use foundation seminars and workshops

  • 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

 
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. 

     Plus for External Coaches:
        
- Creating your Business Practice Model and learning the latest Practice Management
            techniques (sole practitioner or group)

.


               - 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
              
-A range of relevant coaching case histories (organizations and individuals). Each describes
                     the background to the methods used, the rationale, results achieved and lessons learnt
             

  Plus -Industry tips and trade secrets:

  An insider's view of the industry. 
  - Coaching Options and Choices: What our Industry Research Tells Us
  • 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
    • Large firms
    • Boutique firms (small and specialized consulting firms)
    • Internal coaching for corporations
    • 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
  • Advice on how to best manage the decision makers to whom you report
  • How to handle the first-up "remedial case" issue 

"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.

_________________________________________

         

  Graduates Master Coach
   Practice Library
© Copyright 2006

 

-"Absolutely Priceless! This is the most extensive library of cutting-edge practice resources
  available to professional coaches."
-
Forbes News


    -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) 

       -Extensive Resource and Practice Materials (several hundred plus pages)
            -
include: 

           -
  Master Coach Course Practice Manuals  
           -
  Resource Manual, and a
           -
  Master Coach Toolkit

. 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             
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.

      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. 

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
           A Range of Assessment Instruments/Questionnaires
             
-
are provided on CD which the graduate can re-brand for their own use: .................
The course also introduces some of the major commercial assessment instruments used today and includes a critical evaluation of a wide range of these assessment instruments and their practical use and interpretation.

Note:
Behaviors are a person’s specialist control mechanisms or tools used to: get some end-result; reflect who we are; confirm our sense of self-worth and to ward off things we do not want. Behavioral strengths and motivational forces (our master control switches) vary from individual to individual. No two people are exactly alike. One of the course goals is to not only to show coaches how to select and use valid instruments to identify and assess behaviors but also to help coaches develop a set of 'diagnostics' to begin to look at the "why" of another person's behavior and also their own. 

You will also learn how to: 
- use and select the right scientifically validated instruments
- understand the principles of validity and reliability
- integrate assessment results into your feedback
-
determine which instruments you will and won't add to your own tool kit, and be taught
- the uses, benefits and timing of various instruments
- Also learn the ethical use and over-use of assessment tools 


      
Some of the many Assessment Tools provided in the course include:

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

  

        << Go here -for a One page Overview of the Course -for the purposes of a submission to an employer for
                 approval to attend or re-imbursement of course costs etc


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 

 

                .........................................................................................................................................................


- 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..

 

 

 



Registered as an Education provider from the State Board of Behavioral Sciences, California .

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