Content : Manager as Coach, Employee Coaching, Mentor, HR Coaching, Leader as Coach, Manager Coach, Manager as Coach, Leader as Coach,  Manager Coach, Manager as Coach,, HR Coaching, Manager Coach, Mentor

Page 2.  
Courses For License Page     
- Available for License to Graduates of the Institute's Master Coach Course
- Note: To join the Course Licensin
g Program a person needs to become a 'subject-matter expert' in
   behavior-based professional
coaching by first completing the Institute's Certified Master Coach Course.

    World Class Educational Products For: 

. External practitioners 
              -looking to build a larger client base and a significant additional income stream 

2. Organizations
  - who require their Managers and Leaders provide best industry standard coaching.

  - Certified Manager/Leader as Coach (CMLC)©

-Note: All Coaching Workshop Course Manuals provided in CD & Hard Copy Format

"The Crisis in Mainstream Workplace Coaching....All Managers are coaching in varying degrees, but very few are using valid coaching technology or the means to ensure their initiatives are accountable... and are generating sustainable results and clear productivity or profitability investment gains."  -HR Magazine

   Note:  These are the same acclaimed, proven courses  BCI's expert Faculty have personally delivered
                to a select / elite number of Fortune 500 and major Government clients around  the world...

Some Background Notes:
.The dilemma of the Driver/Sponsor of coaching initiatives inside an organization:
You are responsible for the introduction of a coaching culture or program but realise you first require a proven educational coaching platform to: 1)  obtain senior management buy-in and, 2) have senior management through to line management understand how coaching can best work for them and the organisation overall. 

The educational coaching program 'Manager / Leader as Coach' provides all managers and leaders with the skills and understanding of how both the informal and formal models of coaching can work for them and their people. This invaluable educational course is also the ideal platform for any planned roll-out of a structured, formal coaching program and/or the establishment of a coaching culture.

The dilemma of the new external coach:
An external coach first requires working knowledge of a prospective client's: organizational culture, structure and processes, the people dynamics and the strengths and weaknesses of the management team etc. Without this inside information/knowledge a coach is working in a small dark room and can only talk in vague generalities. Any new coach also needs the opportunity and time to establish his/her professionalism and their ability to successfully work with the client's management.

A general, educational coaching program (such as the proven 'Manager as Coach' Program) has provided many of our graduates the ideal, "first-up" program to quickly open the door of opportunity. The first few sessions of an introductory-level, educational engagement is typically used as a discovery and networking process -allowing the coach to meet and listen with as many Managers/Leaders as possible.  These first exploratory steps need to be taken before the coach can really prioritize the most critical issues and present a solid case for follow-on specialist coaching services such as; executive/leadership/one-to-one or group coaching. This informed proposal can then be submitted to either: a) the initial gatekeeper/decision maker who has now established a trusting, professional relationship with the coach or, b) one of the Managers/Leaders who has had the opportunity to establish a working relationship with the coach via the 'Manager as Coach' Course and has decided to become a program sponsor or driver and introduce specialist coaching programs into his/her workplace.

       Note: More than 80% of organisations use coaching to develop their staff according to a recent survey (EWB 2009).
    However, less than 5% have formally trained their managers in the use of the latest coaching workplace
    practices. The national survey found; " that coaching and mentoring skills were passed on by a trickle down
    effect as senior managers worked with middle managers and middle managers with their juniors. While, some
     organizations had their managers undertake some short courses (internal or external) -the Managers
were typically
     taught out-dated coaching practices.

The Crisis in Mainstream Workplace Coaching....All Managers are coaching in varying
                  degrees, but very few are using valid coaching technology or the means to ensure their
                  initiatives are accountable
or are generating sustainable results and clear productivity or
                  profitability investment gains
"  -HR Magazine


Note: The licensee obtains the right to re-brand the licensed course with their own name, add any additional material and re-format the course to create short (2 to 4 hour) seminars or workshops (half-day) or longer certificate courses (4 Days or more) etc. 
     Certified Manager / Leader as Coach (CMLC)  Course  #3.0
Three Course Manuals: 1) Trainer's Manual (containing extensive Course Presenter Notes), 2) Participant's Manual and
                     3) a Resource Manual
       Managers are 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

Who are the Course Participants?
- Managers or Leaders or other individuals who are interested in developing coaching skills to use in their specific profession.
This course is suitable for both: 1) an organization's Managers and Leaders and,
                                              2) Service Providers eg; Real Estate Agents, CPA's, Financial Advisors and other professionals.
The later group use the learnt knowledge and skills to provide coaching as a part their traditional services eg; as a trusted specialist advisor they coach/ guide their clients through strategic planning and related personal management issues.

Course Description:

No matter how much we “thrive on chaos” and jump “into the vortex,” new habits/learning/behavior take time to develop. Every person changes at their own rate and we can't speed that up. The world around us is changing faster than ever, but people are not. Clearly, we are in need of an adaptive, personalized change and growth tool to empower our Managers/Leaders to deliver ongoing, real, sustainable results to build individual/professional and corporate futures upon.

The Manager / Leader as Coach plays a critical role for organizational development and improved business results - whether the focus is reducing unwanted turnover, inducting new employees or those transitioning to leadership roles, providing access and skill enhancement to targeted groups, or accelerating the development of the best and brightest. And while coaching may occur spontaneously with positive results, its benefits are too important to be left to chance. A well-defined process, support structure, and validated techniques and tools are required to ensure reliability, sustainability, and broad-based impact.

A manager or leader or professional coach is expected to get the very best from the people they work with. And, much of that success will depend on their ability to help people develop the skills needed to improve performance levels. But coaching performance is more than skill enhancement – it is targeting growth paths, motivating, addressing behavior challenges – all with end goal of shaping and fine tuning individual or group performance to help the organizations realize its strategic objectives.

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.

Coaching for sustainable learning acquisition and behavioral change (versus old forms of traditional coaching) -is a vital function through which executives and managers learn how to "lead" their people to outstanding productivity, morale, commitment, creativity and teamwork. Some other results include: lowered destructive conflicts and a higher constructive challenge, more productive inclusive outcomes; increased openness and greater levels of creativity, problem-solving and intellectual curiosity.  

In this workshop, participants learn the latest and best practices for building, developing coaching initiatives that deliver long-term, maximum results for both individuals and organizations.

Manager as Coach / Leader as Coach:
     - Course Objectives

-Integrating Coaching Skills into a Leadership Role

Transformational leadership requires new ways of communicating with those you work with. Coaching skills are essential. This workshop is for any leader or manager who wishes to incorporate coaching skills into their existing leadership roles.

Who Should Attend?
Leaders who desire to empower, equip, encourage, and support others.

  • Team leaders
  • Field directors
  • Area directors
  • Regional leaders etc

Participant's (Managers / Leaders) are shown how to:

  • enhance their management and leadership skills
  • understand how coaching can work for them
  • define best industry practice standards of coaching
  • select the appropriate coaching models of practice in their role as a manager/leader
  • learn a step by step proven, process of coaching in the workplace that best suits them
  • practice their coaching skills in relevant role-plays
  • benchmark their own coaching initiatives against the industry leaders
  • best deal with some of the key challenges that a manager/leader coach must confront
  • participants are also shown how to increase their interpersonal and communication skills, problem solving skills and
    motivation and self-confidence, acquire better team cohesion and improve their bottom line results
  • plus lots of industry insider information, case studies, resources etc

Plus -How to:

  • Improve employee performance and well-being by creating an environment that promotes learning and development
  • Enable employees to build upon their strengths and improve areas of weakness
  • Address performance issues in a manner that gets employees back on track – fast
  • Build trusting and constructive relationships
  • Provide meaningful motivation – understand which motivational strategies work, which don’t and why
  • Build the competency level of a workforce in alignment with organizational goals

Some Further Benefits

  • Identify organizational policies, practices, and cultural factors that support successful coaching initiatives
  • How to tie your coaching to your organization's strategic objectives
  • Obtain a wealth of tools and sample documents to organize, launch, support, and sustain a proven coaching framework
  • How to utilize a scorecard of measures for evaluating your coaching's effectiveness and growth
  • How to leverage critical enablers -- and avoid critical derailers -- of effective coaching


Course Structure:
-Comprehensive Experiential Learning

 30 Modules. Each module is complete in itself so that trainers can choose which modules they want to present.
 Each module contains:
     1) Clear Objectives established at the beginning of each module,
      2) Detailed Facilitator's Notes -a step-by-step guide to introduce the topic and a commentary to accompany each point
             on the material,
     3) Multiple Learning Activities for the participant to engage in, such as: role plays, case discussions, self-assessments
     4) Facilitator's Notes -to conduct and debrief the learning activity.

                 -Some Example M

                 : Coaching  - its core elements (6W’s)

                 : What coaching is not

                 : Coaching Education - What to tell your staff

                 : Coaching Skills Checklist

                 : Coaching and Managing  -Recognizing your strengths as a Manager

                 : Informal Coaching – a model and when to use it

                 : The Managers Toolkit of Techniques -and how to use

                 : Exercises –Coaching Skills Practice etc

                 : The Critical Qualities of a Successful Manager Coach

                 : How the Manager can employ Behavioral Coaching

                 : The Managers Toolkit of Behavioral Coaching Models and Sub-Models

                 : Coaching for everyone?

                 : Who to Coach – Contractual Coaching

                 : The Assessment Toolkit

                 : Feedback Structure and Guidelines

                 : Coaching Dialogue -that works

                 : Goals and Action Planning Maps

                 : First (and Second) Coaching Sessions -the structure and content

                 : Ongoing Coaching Sessions  (A Cycle)

                       : How to work with Self-Limiting Beliefs -within a short timeframe

                 : How to work with Emotions

                 : More Exercises -eg: Observation Exercise –Coaching Skills

                       : The Last Sessions

                 : How to Evaluate Coaching

                 : Latest Team Coaching Strategies

                 : Dealing with any Barriers to Coaching

                 : How to determine Commitment Levels -and manage

                 : Strategies dealing with Coachee Reluctance etc..

                       : The Critical Maintenance Measures to construct -beyond the workshop
: Relevant Case Studies and lots more....


Licensing by External Providers  -Some Financial Case Studies:

1) M.K (a coach in private/solo practice) 
-provides the 'Manager/Leader as Coach' Course to an increasingly active client base of only 4 medium sized businesses in the manufacturing sector. These businesses became her clients through the successful marketing of the 'Course'. The below figures exclude the additional earnings from flow-on coaching services.
  Yearly Gross Revenue:
  Ist Year -$38,500.  2nd Year -$74,350.  3rd Year -$112,600

2) JW shares a practice with one other partner. 
-With the Manager and Leader as Coach Course JW obtained a large private Hospital Group as a new client. The Hospital Group had a long history of poor employee satisfaction ratings and ongoing employee issues. With two of her staff JW conducts the Manager as Coach Program for all of the Group's managers and leaders. To help drive the coaching culture throughout the organization, the first group that completed the course included the entire executive staff and key department heads.

In less than eighteen months since establishing the coaching/education program the results are impressive: staff rating of their Managers has improved by 24%; there has been a 28% reduction in management turnover and resultant new hires associated costs; patient satisfaction ratings rose by 12% and there has been a 35% reduction in the number of employee complaints and issues. In particular, the program has improved the standard and performance of the leadership and management personnel and helped unite and provide focus to a very diverse workforce. The positive effects of coaching have clearly made a difference throughout all levels and within all the departments of the Group.
By February 2005, nearly 348 managers and leaders have completed the ongoing Manager as Coach Course  -returning the partners an income of over $175,000.

3) BC Consulting  (with 2 licensed consultants/users)
- delivers the 'Certified Professional Coach' Course to a new and existing client base as an additional educational service.
  Yearly Gross Revenue:
  1st Year -$135,000.  2nd Year -$210,000

Through the many licensed graduates work with their clients around the world --the enormous value of the above Courses has been validated time and time again. The result: 
a) For external providers -an invaluable first-level service to obtain new clients and a powerful income-generator.
b) For In-House Users/Organizations - a core management/leadership development program that generates substantial, measurable bottom-line and strategic benefits across the organization.


Course/Facilitator Licensing Guidelines
Course -User Rights: 
Any person who conducts the course must be a registered licensed user. A license holder obtains the right to deliver the Manuals (according to the terms/length of their license). The license also grants the user the right to deliver the course to as many people as they wish (within a defined territory) and keep 100% of the revenues (ie; there is no royalty fee). Note: The graduate is also assigned the right to re-brand and re-format the course material.

The primary holder/acquirer of the License of Use is in the name of an organization or business entity. The secondary rights of the license (the right to deliver/teach the course) is only granted to nominated registered graduates of the Institute's Master Coach Course. All authorized instructors names are listed on a Licensed Facilitators Registry maintained and updated by the Behavioral Coaching Institute. 


License Checklist:
1. Attribution
The licensee must include attribution to Dr Skiffington, Perry Zeus and BCI as the source and owner of all copyrighted materials/program/trademarks.  Example: "Copyright (year) by Behavioral Coaching Institute. All rights reserved."

2. Modification
You may adapt and add supplementary materials to fit the needs of your market/users without permission.

3. Course Fees charged by License Holder
You may set your own fee structure depending on the needs and requirements of the market you intend to serve. 

4.  Individual License
-Certifying/Permitting Use by others
The license is issued to an individual and only that person has the license, not their company, business partners -you do not have the right to permit others to teach the material. Any user of the Course must be specifically trained and licensed by us.

5. Posting to a website
You may post the list of course modules headings on your website (as per this site) as long as BCI's copyright/attribution is on the page.

6. eCourses, eZines, eBroadcasting, book/ebooks
Your license does not give you the right to repackage, broadcast or rebroadcast the courses concepts, forms, program tools or any material in the program in email, ezine or ecourse format nor in any book/ebooks you are writing.

7. Duration of use
2 Years, 4 Years or 8 Years  -subject to renewal and conditions of use.

8. Logos
You may not use or personalize or modify any BCI or 1to1 logo without permission.

9. Translations
Permission is required for any translation of our course material.

10. Upgrades
From time to time, we upgrade the materials or content of our licensed programs. These upgrades are optional and are available for a fee. 

11. Some situations which will cause withdrawal of a license.
a. If you harm the Institute's or Dr Skiffington's name or trading names or brand through non-delivery, illegal activity or non ethical
   behavior etc.
b. You adapt materials and do not include the copyright/BCI attribution line on each page.


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Content: Manager as Coach, Leader as Coach, Management Coaching, Leadership Coaching, Manager Coach, Mentor, Leader Coach, Leadership Coach, Manager as Coach, Leader as Coach, Mentor, Management Coaching, Manager Coach, Leadership Coaching, Manager Coach, Employee Coaching, Team Coaching, Group Coaching, Supervisor Coaching, Employee Coaching, Mentor, Team Coaching,