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Management Coaching: Turning your managers and leaders into coaches to coach themselves and their staff

                                     Key Words: Management Coaching - Manager as Coach, Leadership Coaching



The future will challenge corporations to surpass both current and predictable levels of performance and productivity. With reinvention, reengineering, reorganizations and right-sizing, organizations are experiencing massive, relentless change as individuals and as an organism. To meet this challenge 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.

Management Coaching  / Executive  Coaching -An Overview:
Organizations in the midst of today's changes need coaching at the executive and the manager level to effectively communicate and facilitate where the organization is and where it is headed. In addition to educational development and experience, long-term successful leaders need honest, objective feedback. Coaching is also needed today more than ever as a critical tool for successfully engineering organizational change. Change is essential for an organization to grow and adapt to today's rapidly shifting marketplace, but people and organizations are naturally resistant to change. Coaching can facilitate productive change in persons, teams, and systems by enabling leaders, managers, and employees to uncover potential that might otherwise go untapped.

Successful companies focus on the ‘measurables’ of performance, such as profit, productivity and customer satisfaction. Yet there is a growing recognition that world-class organizations recognize that these measurements are the outcome of performance rather than the cause. They tend to focus on leadership practices, cultural factors and the learning and development practices that drive performance.

Management Coaching is not a fashionable alternative vehicle of managerial control.  
Leaders do not have time or capacity to control anymore. They have to empower, to delegate to create a culture of responsibility and self-generated actions. Coaching and leadership, in many ways are synonymous.  Both work through relationships, through dialogue and work towards possibilities and growth.  It is not simply a matter of learning techniques. Coaching is not a technique. It involves a way of viewing the world, relationships and the organization.

Management Coaching then is a distinct way of communicating, relating and acting based on the commitments of human beings to accomplish more than has previously been accomplished. It is about breakthroughs - about producing unprecedented results in organizations and work in any field. Coaching is about working with people to show them new possibilities and assist them in taking actions previously not obvious to them. Coaching is the capability to alter or shift the structures of interpretation, the context, the ground of being within which people normally operate. In this sense, introducing coaching competencies into an organization is a very powerful strategy for modifying or creating a culture which is more adaptable to change and growth.

Most Managers/Leaders/Supervisors/Team Leaders believe they are providing performance oriented coaching by simply providing positional technical skills training and feedback

Many recent studies have shown that “Technical Skills” (our natural skills and learnt skills through training and experience) only represent at best 20% of the input into our performance. The remaining 80% which affects our performance comes from our "Personal Skills" (those crucial other elements such as our thinking and our behavioral aspects -such as: Ability to choose or make a decision, Assertiveness, Authenticity, Commitment to grow, Concentration, Emotional stability, Enthusiasm, Judgment, Energy level, Resourcefulness, Honesty, Integrity, Open-mindedness, Optimism, Persistence, Performing well under stress, Reliability, Self-confidence, Self-control, Self-reliance, Self-respect, Initiative or drive etc). Few Managers/Leaders understand just how deep rooted their own behavior patterns are, let alone how to positively change them in other people.

Peak performance coaching tools and techniques.
To create lasting performance change it is necessary to first understand the positive and negative influence that a person's Personal Skills has on the execution of their Technical Skills. Only when we fully understand a person's behavioral patterns and create positive self-managing coaching strategies can we assist a person to create lasting performance change.


  Read More>: Manager Coach Tools and Techniques

Management Coaching provides an answer to some new challenges facing today's leaders.....
How do I know if my commitments and actions are aligned?
How do I sustain momentum?
I am committed to learning and development but I need to find more time for reflection about what I do and what I really care about.
As a leader, I need to commit to do things I do not know how to do.
As a leader I need to be listening beyond what is actually said. I need to be listening in a new way if I want to gain access to new possibilities. But how do I do this? What is missing for me to achieve a breakthrough?
What new competencies should I be learning?

Training senior managers to coach produces breakthroughs in their capacity to meet today's organizational challenges and to empower others in their work environment. Managers learn that by being a coach they can modify or create an organizational culture that is more adaptable to change and open to new possibilities.  

Learning to Learn. Learning to Lead
-Coaching as a common learning platform for leaders and their co-workers 
One of the the keys to changing behavior is “learning to learn” from those around us, and then modifying our behavior on the basis of their suggestions. By not relying on coaching exclusively provided by designated internal or external coaches and teaching leaders to coach and reach out to co-workers, to listen and learn, and to focus on continuous development, both the leader and the organization benefit. By engaging in self-coaching and not just acting as a coach with their colleagues, the leader is leading by example through displaying a commitment to ongoing self-improvement (the need to get better).

Managers as a Coach learn how to:











Direct Benefits to the Organization:

Managers obtain a clearer sense of their commitments and those of their organization, in a way that increases alignment, enrolls people in new possibilities, reduces waste and achieves measurable gains in individual and organizational effectiveness.

Managers become more competent in generating and maintaining effective relationships, both professional and personal, resulting in increased levels of trust and accountability in the organization.

Managers expand their understanding of organizational and interpersonal dynamics (including moods and recurring patterns of behaviour and culture) in ways that enable them to empower themselves and others to achieve results.

Managers will be able to help others expand their levels of responsibility and their capacity for initiative and action, resulting in people taking greater risks to produce results aligned with departmental vision and leadership.

Managers become more effective as a manager and leader by understanding and adopting the proven principles of coaching and empowerment.

Managers will begin to develop the kind of unity and team spirit that enable powerful work relationships to achieve unprecedented results.


Some Leadership Challenges where coaching is invaluable:


  1. Corporate financial health and fiscal responsibilities.
    1. Consistent financial returns are more difficult to get in a highly competitive global market
    2. Strategic alliances to leverage financial resources
    3. Insuring your organization is a compelling place to work to attract and retain high quality human capital
  2. Organizational Change and Chaos
    1. Handling the speed of chaos. Staying ahead instead of up with
    2. Potential mergers, acquisitions, and sizing issues
    3. Accelerated change causing turbulence
    4. Succession planning and implementation
  3. Managing myriad details
    1. Resourcing time to manage details
    2. Leadership challenges (team, collaborative approaches, board responsibility)
    3. Clarity of vision and focus and buy in from the troops
    4. Daily and long term agendas
  4. Performance Issues (Self and Team)
    1. Managing stress and burnout issues
    2. No longer challenged
    3. Blind spots
    4. Performance in the job
    5. Building relationships
    6. Missing skills and/or competencies (content skills: strategic and implementation, effective management and process skills: communication, facilitation, relating, presence)
  5. Balance of personal and professional life
    1. Lonely at top, no one to talk to, no truth saying or feedback
    2. Career/Leadership development (mature leaders, emerging leaders, star "fast trackers" and independent contractors)
    3. Shift from technical to management to leadership to fostering leadership
    4. Personal mid-career transition
    5. Balance of life (never enough hours)
    6. Balance of multiple intelligences (Head, Heart and Feet)
    7. Self-care


However, organizations are not investing enough in helping their managers/leaders develop cutting-edge coaching skills -with some significant bottom-line consequences.  

In a recent large industry-wide study it was found that most managers reported that they were confident in their ability to coach. However, the study showed that the managers'/leaders' skills levels as coaches were typically poor and that as a consequence they were not nearly as effective in their coaching as they believe themselves to be. Often times, they believed that coaching consisted of providing 1-to-1 instructional feedback to their staff members on what to do in a given situation -but, that's not coaching, it's managing or counselling. A well-trained Manager/Leader as Coach supports their staff by using advanced developmental and learning tools and providing them with personalized self-coaching strategies to achieve sustainable results.

Manager as Coach
In an increasingly challenging economic environment it isn’t sufficient to have supervisory and management skills. The most successful managers understand that in an environment of teamwork and empowerment coaching skills are an essential skill set. The new contract between the worker and the organization assumes the employee will be given development opportunities.

To retain the brightest and the best the manager needs competence in developing people, evoking excellence and creating a culture of continuous learning.

Management / Leadership Coaching
We need more leaders if we are going to succeed at creating a tomorrow that sustains us.  And we need leaders who have committed to internal mastery, who know themselves and bring their best selves forward on a daily basis. Here is where coaching comes in.  To develop a leader, we need to continually develop them as a person – someone who has not yet tapped all of his or her potential, someone who still has many qualities to bring forward.  Leadership coaching helps to…

  • expand leadership skills, knowing that the skills that have allowed you to get to where you are may not be enough to sustain you as you move forward in your career
  • lead from a breakthrough mentality vs. maintaining the status quo mentality
  • find new and productive ways to manage the interpersonal aspects of leading others
  • find powerful ways to influence others, whether up, down, or across
  • create leaders around you
  • create a vital sense of purpose and act in accordance with your values
  • find ways out of the distractions and urgencies of daily work, and ways into working, living, being and “leading on purpose”
  • manage transitions, new responsibilities, and celebrate successes
  • offer your most authentic, talented self to your peers, subordinates, and organization
Some Benefits of Creating a Coaching Culture
  • clearer vision and buy-in by employees
  • better matches between employees and their jobs
  • increased productivity
  • creative business breakthroughs
  • more success at new ventures
  • greater employee retention
  • greater focus on priorities
  • more productive relationships, internally and externally
  • sharper sense of organizational “being” and competitive advantage
  • decreased stress, increased morale

Note: One of the first published case studies (Mold, 1951) on the effect of coaching was on Managers as Coach. The case study focused on creating a coaching culture and involved each manager being coached by his/her superior. The program objectives, including the manager's exploring and accepting their emotional competencies, such as fear and aggression, were all met.

According to NASA: -
"In every field of human endeavor in which performance is key, coaching is integral to helping shift an individual's mindset, approaches, and behaviors to ensure more effective action and greater business success. It's all about company and employee strengthening and growth. In their new groundbreaking text book 'Behavioral Coaching' Zeus and Skiffington outline some of the key benefits of organizational coaching ..and the types of executive coaching." -Your Strengths are the Paths to Excellence. National Aeronautics and Space Administration -Report. Issue 24. -E. Saxinger (NASA Work/Life Program Manager)


Managers expected to coach workers every day

Nearly nine out 10 firms expect their managers to deliver coaching as part of their day-to-day work, according to a new survey by the Institute of Personnel and Development.

The vast majority of employers believe coaching can deliver tangible benefits to both individuals and organisations, said the Institute. The majority of employers planned to increase the use of coaching over the next few years, it added. The research also found that coaching provided by a manager or supervisor is becoming increasingly popular as the value of sustainable on the job learning is recognised in the workplace. However, research also suggests that if coaching is to deliver these significant benefits, employers need to ensure that their line managers are provided with up-to-date Manager-as-Coach training to be able to deliver the results. 
   -Training & Development. - Management Issues News


  The Behavioral Coaching Institute's
- 'Manager/Leader as Coach' -Workshop Training Manual
- for In-house and external Trainers, Consultants, Coaches etc
- Licensed users are able to re-brand the course (contains over 30 extensive modules) with their own name and re-format the material to create short seminars or workshops or longer certificate courses etc more..

 - The Behavioral Coaching Institute's (BCI) -Individual (1to1) or on-site, customized coach training for your Organization!

Onsite training is a cost-effective, efficient, and convenient way to train your employees. By customizing the coach training to meet your needs, you can ensure that everyone in your coaching team is on the same page and uses the same coaching methodologies and shares the same knowledge about the latest coaching technologies and practice trends etc. See: On-site customized courses

Courses can be conducted at your facility, our facility, or another location of your choice. Training is delivered in a format that best meets the needs of your organization, whether that's week days or weekends. The Institute's Certified Master Coach course content surpasses that of any comparative course -in any terms. The Institute's expert Faculty Team have the international experience to answer your most challenging issues and is able to facilitate hands-on learning interactions that relate to your specific

Bring 'World-best standard' Coaching into your company -for Human Resource and Leadership Development Executives

Let's face it. As a HR or L & D Manager, running your own coaching programs can sometimes be unnerving. It's comforting to have the support of others who've experienced the same problems, concerns and issues … and the same opportunities. 

Whether you are just getting started or in the middle of a program design or already have a coaching program that is generating positive results -the Behavioral Coaching Institute can provide you your own coaching mentor and resource provider to guide you through the steps of establishing and managing a 'world-best standard' organizational coaching program.





- Your Venue or Videoconference.
 Customized Course to fit your group's learning needs


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Diploma & Master Coach

 COURSES: Format & Registration Form   Executive Coaching Course   Fees
 CLIENTS - Graduates,  Corporate   Occupational / Workplace Health Course
 LICENSING USE of Brand name, Courses   Organizational Neuropsychology  Fees
 FACULTY - Institute's 25 year History, Staff   Emotion Coaching Course   Fees
  NeuroCoaching Course    Fees

 Private Mentoring with Dr Perry Zeus 

  Anti-Aging & Health Coaching Course

Contact Faculty

  Coach Trainer Accreditation Program
  Group Coach Training

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Coaching Tools | Articles/News Project Support


Content: Management Coaching and Leader Coaching,  Coaching Culture, Manager as Coach, Management Coaching and Employee Coaching and Management Coaching, Management Coaching, Manager as Coach, Leadership Coaching, Management Coaching, Employee Coaching, Manager Coach,  business coaching management, manager as coach, coaching managers, management coaching and leadership coaching, management coaching programs, coaching tools, manager, management coaching