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SAMPLE Content from PAGES of the Behavioral Coaching.Institute's
Master Certified Coach Course
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Master Coach
Certification Course MODULES
1,
2,
3 &
4
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MODULE
THREE: THE
BEHAVIORAL SCIENCE
–that provides the mechanism
for sustainable, measurable
behavioral change in a
short- time frame.
This
material is also used by the
coach, before coaching
begins, to educate the
client on the coaching
process and why it works.
- Contains 150
instructional pages, guide
notes, case studies and
exercises..
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(a) CHANGE Models
(b)
Coaching Can Work, But
Doesn’t Always! Why?
(c)
Who are You?
-Personality
-Behavior
(d)
Our Brain
-Our 3 Brains
-Emotions and the
Brain’s Amygdala
-Brain-based Learning
(e)
Emotional Equilibrium
(f)
Neuroscience applied in
the workplace
-Train the Brain
-Emotional
intelligence (EI) or
Emotional Competence
(g)
The Dynamics of Emotions
and Feelings
-Emotions link to our
Best-Self, our Well-Being
and our Body
(h)
The High-Performance Mind
-Emotions,
Feelings and an
Organization’s Bottom-line
(i)
Emotional Well-Being -the
key to a productive and
happy workplace
-Establishing an
Emotional Fitness Program
(j)
Maslow, Self-actualization
and Transformation
(k)
Psychophysiology
-Physiology or
Psycho-physical (Mind and
Body)
(l)
The Need to use the
Observer-Self during the
Change Process
- Mindfulness /
Witnessing Awareness and
Deliberative Thinking
(m) The Difficulty of Changing
Beliefs
-Purpose, Values and
Attitude
(n)
Reframing in
Behavior-based Coaching
-Behavioral Change Road
Maps
-Emotional Regulation
and Exchange Models
(o)
How to Anchor States of
Mind
(p) Putting it all Together
(q) The
Mind and Brain -How to
harness the Minds powers
(r) High
Performance Brain Training |
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-SAMPLE CONTENT..
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a)
CHANGE
and
some of the underlying science that forms the basis
of the Course's proprietary Behavioral Change Models
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The Constructivist
Approach -as used in Behavior-Based Coaching.
The constructivist orientation to
learning a new behavior (first developed by Jean Piaget) contributes
the added element of perspective transformation, which is something
that changes an entire perspective or vision of the individual.
This plays an essential role in ensuring that an individual
sustains the change in behavior long after the trigger event. The constructivist view of learning a new behavior is typified in
transformative learning theory.
However, while some
behavior change models can explain how a change in behavior may be
initiated, they often fall short of explaining the basis for
sustaining the change into the future. What they do is to
“explain behavior and suggest ways to achieve behavior change,”
which does not necessarily extend to sustaining the new behavior,
particularly when environmental and personal factors are in a state
of flux.
Behaviorists believe that if a new
behavioral pattern is repeated often enough, it will eventually
become automatic. In comparison, the constructivist view reflects a
more philosophical view of learning that is founded on the
supposition that, by reflecting on our experiences, we construct a
new and personal understanding of the world in which we live.
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Perspective Transformation is the KEY:
It is important that coaches understand that perspective
transformation occurs in the following important stages:
1) Becoming critically AWARE of how and why our
assumptions have come to restrict the way we perceive,
understand, and feel about our immediate world around us
affecting the outcome of a specific event. |
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2) Changing the framework of old behavioral habits not
producing the best results with an expectation to take a
more inclusive, discriminating, and integrating
perspective. |
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3) Making choices / acting upon this new understanding...............................................
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-SAMPLE CONTENT..
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c)
How to Build a Behavioral Change Bridge
(includes notes from recent Studies*): |
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-Transition
has a period in a 'neutral zone' where little momentum is
achieved.
Traditional workplace
coaches tend to take a performance deficit approach with
their clients and spend much of their time in the 'New
Beginning' zone concentrating on the application of a
new skill/behavior etc. They fail to pay important attention
to the Endings (of why a person was where they were
to then become committed to move on) and the existence of
the ‘Neutral’ zone (of how to successfully make the
transition/the move/the journey from the old to the new).
How to Build a Change Bridge
-The 7 STEPS for a Coach to build a bridge
across the Neutral Zone..
Step 1.
Only a Relaxed Brain can Learn
to Change
-Your
first task in any coaching session is to create a relaxed
non-judgmental relationship where the person can
self-reflect and evaluate.
Self-evaluation is at the heart of the coaching process and
produces a trance state of inward focus. Trust is vital at
this point since a client may have to face the fear of not
finding other behaviors to more effectively meet their
needs.
When the client is relaxed
their focus of attention shifts from their current state and
the thinking brain can use the linguistic channels to
process the key question:
"How is what I am doing helping me?"
Step 2.
The
Need for the Coachee to gain Emotional Poise
-Emotional
awareness
–consciousness of your
moment to moment emotional experience and the ability to
manage all of your feelings appropriately is the basis
of social and emotional health. It’s the framework upon
which nonverbal communication is built and permits us to
build powerful and effective relationships at work and at
home.
Step 3.
The Coachee’s Need to gain Emotional
Control/Regulation
-“Emotion regulation” refers to the process of
modifying one’s own emotions and expressions, and “personal
control" to describe the extent of freedom or choice one has
over his/her own behavior....................................................
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-SAMPLE CONTENT..
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h)
WHO ARE YOU?-Some
Notes on the Influences of
Behavior Based Coaching
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*Our
Goal as a Master Coach is to help our clients
release their personality from limited/limiting
identifications of only parts of their entire
Self that "act as limiting models of behavior.”In
other words, this course addresses the “unknown”
reality and potential of a person (their
personality). |
Self-knowledge (“Know Thyself”)
is a process of self-discovery and of
becoming, not only of becoming more familiar with other
portions of the self, but also of becoming more oneself
- the more that one discovers, the more one is.
Just as abilities grow as they are used, so does the
self grow as it is used in the process self-discovery.
To
discover the unknown reality of one's self requires that
one travels inward within oneself eventually to a point
beyond the ego.
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Mainstream psychology holds limited concepts of the
person, offers limited awareness of the many abilities
that lie within each individual and does not teach
people how to practically take advantage of those
abilities that we all have.
- Today, the specialist fields of
behavioral neuroscience, brain-based learning and
positive psychology have helped us open new windows
of explanation as to who we are and what we are capable
of.
- Behavioral
coaching is
evidence-based in that it applies recent
behavioral
science research: 1) on why and how “coaching” works
and, 2) to bring about measurable, sustainable learning
acquisition and change.
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.
The five primary
influences to behavior based coaching:
1)
Neuropsychology
/ Neuroscience -the
study of the relationship between behavior, emotion, and
cognition on the one hand, and brain function the
other.
2)
Emotion Focused Approach
– how to become
aware of and make
productive use of
emotions.
3)
Evolutionary Psychology -
explains mental
and psychological traits as
the functional products of natural
selection.
4)
Cognitive-Behavioral Approach
-how to
enhance thinking skills, conceptual thinking and
decision making e.g.;
self-responsibility.
5)
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.
Other core influences to behavior based
coaching include:...................................................................
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