Contents: Sample Master Certified Coach Course Modules, Master Certified Coach sample course contents, behavioral coaching, coaching skills and knowledge, Certified Master Coach Program, Certified Professional Coach Course, Certified Master Coach Course, executive coaching course contents, HR Coaching Course, coaching module, coaching module contents, Certified Professional Coach Course, business coaching, executive coaching course, sport coaching course, coaching course, Certified Master Coach Course content, Career Master Coach course, Master Certified Coach Course,

   
   

 

 
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  Home Page                    SAMPLE Pages of the Master Certified Coach Course
 
 
           
 
       
     
  SAMPLE Content from PAGES of the Behavioral Coaching.Institute's Master Certified Coach Course
 
   
 

   Master Coach Certification Course MODULES 1, 2, 3 & 4
      

 

 

  MODULE ONE : FOUNDATIONAL COACHING SKILLS & KNOWLEDGE
-Contains 150 instructional pages, guide notes, case studies and exercises.. 

  (a)      Coaching and other related disciplines
(b)
      Types of Professional Coaching
(c)
      How to become a Behavioral Change Agent / Master Coach
(d)
      Core Identities/Competencies of a Master Coach
(e)
      How to develop your Coaching Style
(f)
       How to Construct a Coaching Session
(g)
      Dialogue Skills
(h)
      Questioning Skills
(i)
        Listening  Skills
(j)
        Establishing Trust and the ‘Holding Environment’
(k)
      Transference and Counter-transference within the coaching relationship
(l)
        Behavioral-Based Coaching Models & Forms and Stages of Coaching
(m)
     Coaching Structure/Program Steps/Map/BLUEPRINT
(n)
      Coaching CYCLE
(o)       -Assessment
(p)
        -Goal Setting
(q)
        -Developing an Action Plan
(r)
        -Four Fundamental Coaching FRAMEWORKS AND MODELS (including Skills Model)
(s)        -Follow-up
(t)
          -Evaluation
(u)
      How to Deal with a Reluctant Coachee
(v)
      How to Deal with an Uncommitted Coachee
(w)
     The Differences in Coaching Generation X & Y
 
     

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SOME SAMPLE MODULE SECTIONAL HEADINGS..

n) THE COACHING CYCLE -ASSESSMENT
       Sectional Headings
 
(1)  
Some Issues around Assessment and Coaching
(2)   Types and Behavior 
(3)  
Traits and Behavior 
(4)  
Some Typical Assessments
(5)  
360 Degree Feedback 
(6)  
Emotional Intelligence
(7)  
Behavioral Competency Lists 

-Example Assessments to use. Case Studies and Exercises          _____________________________________________________

 

THE CONTINUING COACHING (Cont’d) 
p)
   -CYCLE AND FOLLOW-UP 
        (1)  The Continuing Coaching Cycle
        (2)  
Follow-Up to Coaching Sessions/Program
        (3) 
5 Steps in the Maintenance of New Behaviors/skills
        (4) 
Guidelines for Managing the Final Coaching Sessions
        (5)  
Maintenance: Some questions to consider 
        (6)  
Relapse Prevention Model 
        (7)  
Some Red Flags
        (8)  
Behavioral List


       -Checklists, Case Studies and Exercises

___________________________________________________

r)    EVALUATION
(1)   Measurement Tools for Evaluating Outcomes
(2)  
Impact of Coaching for “Soft Skills”
(3)  
Steps in the Evaluation Process 
(4)  
Pre and Post-Evaluation in Coaching
(5)  
Demonstrating that Change Has Occurred
(6)  
Conducting an ROI
(7)  
Conducting a Return on Expectations
(8)  
Research Studies

-Forms to use. Case Studies and Exercises
                ________________________________________________________________________

u)  DEALING WITH A UNCOMMITTED COACHEE 
(1)  Hypothesized Factors Contributing to Negative Coaching Outcomes
(2)   Does Coaching Work for Everyone? 
(3) 
How to Deal With an Uncommitted Coachee: Step by Step

-Case Studies and Exercises
 

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-SOME SAMPLE CONTENT..

 
  Change Agents

A Change Agent is someone who is able to make positive behavioral changes in their lives and also the lives of others. A change agent is a person who is formally conducting a change effort. The change agent is involved in all steps of the process of change. 

 

 

    


Coaches are Change Agents. However, most coaches are taught only to assist their clients to make changes and as a consequence only see them fail in the process of transition.


Change is situational and physical, like applying new skills. But, there is a transition period, a psychological process, which people must pass through to come to terms with the new learning, skill, behavior, situation etc. Transition starts with an ending. When you move forward, you have to have an ending of where you were. For a person to successfully make a change, they must leave the past/where they were.
This takes expert guidance by a professionally trained coach/change agent in the use of proven behavioral change / psychological methodologies.

Why also being known as a Change Agent may add significant value to your Personal Brand. 

-Behavioral Change Agent (BCA) or Behavioral Change Coach?


Positive Adult Development (PAD)
-Four Ways to be known as a Behavioral Change Agent/Coach:

1)  Lead with outcomes, not process. People are less interested in what you actually do than in how they will benefit. So you have to focus on that first. Only when they feel the outcome is relevant and beneficial to them will they ask questions to understand the process better and what they’ll have to do.........................................................................................................

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  -SAMPLE CONTENT..

       What makes a good behavioral change agent?

 

Therapists and counselors don’t know what’s right for a client, nor can they say with any certainty what’s normal.” –Psychology Tomorrow Magazine, 2015
 

An ill-informed therapist will tell a client which behavior or action is considered normal. But when we examine our situation without psycho-babble and labels, we are more likely to think creatively and openly, without judgment, about possible solutions.
 

One of the elements missing from a purely therapeutic situation is understanding - i.e. understanding what is driving particular behaviors / decisions / outcomes.
 

Understanding is not telling people what to do nor is it simply asking questions so that they can discover things on their own. It is a reciprocal process in which the behavioral change agent, using their wisdom, knowledge, intuition helps open a window with a different perspective about these unsuitable behavioral outcomes for both client and agent to reflect on.

A good change agent will know how to help clients understand their .........................................................................................
.............................................................................................................................................................................................................

                                                      
            
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-SAMPLE CONTENT..
 

SOLO Exercise: Your Coaching Style 

Instructions:
(i)
 
Ask yourself "what kind of coach do I want to be?"

As a coach, you will want to find a balance in the styles that should ideally allow you to be firm when needed and also letting the coachee have a strong voice in their coaching experiences. 

(ii)  Complete the below exercise based on how you currently regard yourself as a coach: ...........................................................
...............................................................................................................................................................................
   
  
 

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-SAMPLE CONTENT..

 

  j) The importance of Trust -and the 'holding environment'  


The 'holding environment' is where coaching is conducted.

 

Some Definitions:

The Holding environment is seen as a figurative "safe space" for people to talk about what is going on with themselves and their organization. It is where they can talk with one another about the challenges they face, debate issues, and clarify assumptions etc. A good holding environment offers the security we need to engage life and encourages us to take risks in order to grow. A poor holding environment provides insufficient supports for life’s challenges, stunts growth and triggers reactive behavior.


     -The need to create a holding environment in the early stages of the coaching process.

   **
Any person engaged in coaching (undertaking any learning or change effort), will (at some point) ask themselves:
  -
How big is this challenge relative to my ability to meet it?
  -What support mechanisms are being provided to help me attempt this change? (read: Am I being well held?)
  -How can I enhance my ability to succeed?
  -Given the support I have -should I scale back my goals so they can be better met?



  The 12 behaviors that can raise your trust levels.
  -
These behaviors can be applied to organizations as well as individuals:

  1. .........................................................................................................
    .................................................................................................................................................................................

 

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-SAMPLE CONTENT..

 

 

   

3.   Change Rating Scale -Demonstrating that Behavioral Change Has Occurred

                                         

Qualitative Interview. The below Behavioral Change (BC) Interview is an example of a semi-structured qualitative outcome interview that can be given every few sessions, and at the end of the coaching cycle. (From a research point of view, it is somewhat better to have a colleague interview the coachee.) 
 

When coaching is viewed as an investment, two fundamental levels are usually used to measure returns.
-The first level is the hard money level that compares the money required to send an employee for coaching with the cost of giving him the access to other traditional forms of development e.g. training.

-The second level that must be taken into consideration to measure ROI is the extent to which the learning produces performance results that the learner applies to his job. The best way to measure ROI, ROE or Return on Expectation is via the change in behavior and consequently the change in performance after the coaching.

Change Ratings
-
Many coaching practitioners now implement a blended learning strategy with their client.

   For example; when Coaching Program Manager W is asked the ROI question.....................................................................................
    ..........................................................................................................................................................................................................

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-SAMPLE CONTENT..

l)    Behavioral-Based Coaching Model -Revised
-A Blueprint for Behavioral Change (2009-2017) -as used in the Course 

4 STAGES OF CHANGE

SIX  FORMS of COACHING

 7 STEPS COACHING PROCESS

 

Your selected Tools, Models, Techniques etc

-to use  -For example:

1.Reflective

-Coaching Education

1. Education

 

-B C Book / Materials
-M/L as Coach Course
-Coaching Capability Statement
-Outline of Coaching Services
-The Coaching Contract / Demands    etc

2. Preparation

-Coaching Design

2. Data Collection

 

-Meetings
–Interviews
–Surveys
–Assessments
–Observations  etc

3. Planning

 

-Assessment Feedback
–Targeting Areas to be worked on
–Exploring Emotions and Beliefs
–Setting Goals
–Actions Plans
–Reporting to Management etc

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Sample Page Content: - Module 1,  - Module 2,  - Module 3,  - Module 4  

- Course Overview -Course Content -read more.

- Course Fees and Format (Self-Study, Distance Learning or Campus) details  -read more.
 
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