Coaching Methodology:
Facilitator's Presentation Style.
-"Learning not Lecturing"-
Our expert facilitators: - aim to ensure that the advanced
and challenging course is delivered in a lively, personable and
structured
manner.
- are enthusiastic and passionate
about what they do and strive to create a highly motivating,
energetic atmosphere with poise and professionalism.
- aim to engage the whole person through 'hands-on' learning
not teaching
- have a proven
capacity to engage and excite people from
diverse backgrounds.
- aim
to engage participants in a spirit of ‘serious play’ –a mindset
suggested by American educationalist
and philosopher John Dewey as being ideal for learning.
-
use positive humour as a learning tool in a sometimes demanding
learning schedule.
1:1 pre and post course
Support/Mentoring:
The Institute's expert Faculty Team are world renowned authorities on organizational
coaching, acclaimed educators, behavioral scientists and
best-selling authors. Their real-world international
business expertise as long term successful, practicing Master
Coaches increase the relevance and quality of the learning experience. Note:
The Behavioral Coaching Institute
(our parent organization) is also internationally recognized as the
leader in building the next generation of coaching models and
diagnostic tools.
"
The
behavioral coaching model, pioneered over the last decade by Zeus
and Skiffington,
which integrates the most advanced research on adult development and
human systems theory into an elegantly simple and highly effective
validated coaching process is taught to her select students so they
can effectively apply it in their work."
--ICAA
-Center for International Education Report.
"
The Behavioral Coaching Institute is without doubt the world's leading
supplier of advanced coaching technology and has produced a body of
knowledge far greater than anyone in the industry."
-HR Monthly
Some Course Content
includes:
(Note:
The 'hands-on' course contains many role play exercises and case
study analysis -see below*)
The differences and similarities between coaching and related
disciplines, and when not to coach
CORE
COACHING SKILLS & KNOWLEDGE SETS
-Changing Knowledge, Skills and Abilities
-Professional Coaching Today
-Core Identities/Competencies required of the Master Coach
-Knowledge
and Skills requirements of the Master Coach
BEHAVIOR
-The Influences of Behavior Based Coaching
-The Principles of Practice for Behavioral Coaching
-Areas of Practice -Behavior-Based Coaching
-The Revised Behavioral-Based Coaching Model
-A
Blueprint for Behavioral Change
-The Four Stages of Change in Behavioral Coaching
-The Six Forms of Coaching and the Coach’s Role
The
Coaching Process –the 3 Phases
Developing a Picture of Your Coaching Style
Directive and Non-Directive Coaching
‘The
Four Dimensions to a Coaching Session’
–
Personal Growth Barriers
CHANGE
-Why
Traditional Coaching Can Work, But Doesn't Always
-The Four Emotional Stages of Change
-The
underlying Science to achieve successful, sustainable behavioral
change
-Brain-based Learning
-Working with the Unconscious and the Conscious Mind
-Neuroscience and Change
-Neuroplasticity
and behavioral change
-The key ingredients to engender change
-How to create Sustainable Change
-The 3 Phase Psychological Re-orientation
of Change
-The Process of Change and Coaches as Change Agents
-What are the key Behavioral Aspects that enable Change -and how to
change them
-Other
Critical Key Factors that enable Change
How
to Change -EMOTIONS,
- VALUES,
-BELIEFS and,
-ATTITUDES etc
-How to change negative emotions to positive emotions
The
High–Performance Mind
Physiology or Psycho-physical (Mind and Body)
DIALOGUE
ADVANCED QUESTIONING SKILLS
ADVANCED LISTENING SKILLS
Trust
Transference and Counter-transference
'Red
Flags'
-CUTTING-EDGE,
PROVEN BEHAVIORAL CHANGE TECHNIQUES AND TOOLS
-WORLD BEST COACHING PRACTICES
The
SEVEN-STEP BEHAVIORAL COACHING PROCESS MODEL
THE
COACHING FRAMEWORK
-Various Coaching Models
-Advanced Behavioral Change Models
-Behavioral
Change Techniques and Tools
THE
COACHING CYCLE
-Assessment
-Measurment/Evaluation
and ROI
How
to work with the "reluctant coachee" and "uncommitted coachee"
The 4
Stages of Professional Development of a "Coach"
COACHING IN ORGANIZATIONS
-EXECUTIVE COACHING
-Peer-to-Peer Coaching
-Team Coaching
-Sales Coaching
Research Data on Coaching in Organizations today
BUSINESS COACHING -SME’s
-Small Business Coaching Interventions and Tools
-Reasons why some Business Coaches Fail
ESTABLISHING COACHING PROGRAMS
-Barriers to Coaching
-A Coaching Culture: what it is and how to establish the benefits
-Creating a Coaching Culture
-Failures in Coaching and How to Prevent them
-Setting up a Coaching Program -A Road Map and Critical Checklist
PRIVATE PRACTICE
-Developing a Coaching Practice Business Model
-How to discover your Coaching Niche.
-Proven formulas to developing a Coaching Business
-Marketing Strategies
How
to provide Coaching Educational Services
Developing an "identity" as a professional coaching practitioner
Plus : Scores of Coaching Forms and Templates
*Training Approach for use of
Behavioral Change Techniques:
Note:
(i)
Behavior-based (evidenced-based) coaching is a third wave
psychological approach (looking forward and not backward) to
achieving sustainable behavioral change in a relatively short time
frame.
We learn and unlearn to established laws, and validated behavioral
change techniques can alter the way we behave.
(ii)
. The operating principles of behavior based coaching ('behavior'
derived from the term 'behavioral' sciences) go beyond the limiting
but helpful theory of behaviorism or behavioral psychology and have
been developed over recent years primarily from the field of
evidence based psychology and other related disciplines (educational
psychology etc).
(iii)
.
The three primary influences to behavior based coaching
1) Emotion Focused Approach – how to
become aware of and make productive use of emotions,
2) Cognitive-Behavioral Approach -how to enhance thinking
skills, conceptual thinking and decision making e.g.;
self-responsibility and,
3) the Solution-Focused Approach - focusing on solutions not
problems e.g.; finding out what works and doing more of it and
stopping doing what doesn't work and doing something else.
A.
Setting/Context
•Atmosphere: trust, safety, respect, ground rules,
boundaries
B.
General Elements:
•Course work Modules: basic; advanced
•Role-plays -Supervised experience
•Personal self-development
C.
Learning Processes:
1. Cognitive/didactic learning
a. Content:
•General theory: change process
• Principles
•Coach experiential response modes
•Coachee sessional-markers, modes of
engagement and indicators
•Coaching tasks (markers, resolution stages)
b. Components:
•Course facilitation
•Course readings
•Trainer
commentary during class/supervision (“anchored instruction”)
2.
Observation
of examples/ modeling
•Need both “successful” and “difficult”
examples
•Class:
videotapes
•Class:
live demonstrations
•Class: trainer modeling
3. Supervised
practice in coach role (address both technical and personal
issues)
•Class
•Post-course Mentoring
4. Direct
experience in coachee role of effects of task interventions
•Marker work (identifying and discussing
examples of a marker in one’s own experience)
•Class
•Personal growth experiences: individual
(and group)
5.
Self-reflexivity
•Class
casework
•Class: post-exercise “processing”
discussions
•Maintaining a Training journal
•Self-ratings in effectively following the
various steps of a Model
•Supervision: self-evaluation of immediate
supervision needs, plus periodic review of strengths and weakness
•Collect feedback and data from clients:
research data; review discussions with clients
How
you will Benefit:
- Obtain the most valued, industry-recognized certification by
the world's leading educational institution (the Behavioral Coaching Institute)
specializing in coaching in the workplace
- Learn the specialized competencies and frameworks for best
practice, organizational coaching and apply them through
hands-on learning
- Learn how to employ the latest: evidence-based change
technology (personal and organizational) and developments
in leadership coaching
- Master the coaching skills of diagnosis, assessment and
developmental planning
- Identify the critical steps for building a professional
coaching program
- Acquire a Master Coach Practice Library
containing an extensive toolkit, resources and other
invaluable practice materials/forms etc
.
The
Bottom Line:
Three Facts that separate the Institute's
Masters-Level Coaching Course from any other:
1. You will learn how to apply the most powerful, validated coaching
change models, tools and techniques you
need to coach.
2. You will positively achieve real sustainable, measurable change
outcomes with your clients.
3. You will be able to distinguish between the pedalled myths and proven
strategies on how to start/build successful,
world best-practice coaching programs.
4. You will receive the world's most
recognized elite coach certification.
A
"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 coaching practitioner 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 formal
training, practice toolkit and back-up support system directly
affect positive coaching outcomes.
Some
Workshop Snapshots:
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Role-playing Exercise in London CMC Course |
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Recent CMC Course Group Photo
in Singapore |
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Group
Shot from NY CMC Course |
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