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

   
   

 

 
  Accredited  
 

  -World's first professional coach training course. Established 1994.
   

 

  
                                SAMPLE Pages -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 FOUR: BEHAVIORAL CHANGE TOOLKIT:
COACHING TOOLS and PROPRIETARY BEHAVIORAL CHANGE MODELS
(not available elsewhere except via this course)

      - Contains over 200 instructional pages, guide notes, case studies, example interventions and exercises.. 

 

THE COACHING FRAMEWORK & MODEL  
                    (1)  Some Core Behavioral Aspects Models
                       (a) Self-Limiting Beliefs
                       (b) Working with Competing Commitments
                       (c) Conditions for Behavioral Change

 ADVANCED BEHAVIORAL CHANGE MODELS - NEURO-SELF-TRANSFORMATION ™ (NST) *
      -Full background scientific and practicum notes on each Model -including:
       comprehensive step-by-step instructions, case studies, example interventions and exercises..
                   (1)  Proprietary Behavioral Change Models generating measurable, quick results for over 15 years.
                         As used by our Corporate, Government, Institutional and individual clients around the world.
                         Developed and copyrighted by Dr. Zeus and BCI.
                       (a)     Emotional Smartness (ES) Change Model
                       (b)     Emotional Needs (EN) Change Model
                       (c)     Multi-Selves (MS) Change Model
                       (d)     Self Imaging (SI) Update Change Model
                                                                                                                    * NST: Read More

  
     

_______________________________________________________________________
  -SAMPLE CONTENT..
 

 
  a) Professional behavioral change agents require two central Coaching Platforms to design and build behavioral change programs    

- The below two coaching structures help the individual strive for a healthy, rewarding, interdependent existence by playing an integral, productive part in an organizational environment engaged in the process of continual renewal and success.

 

 
    

1.     The Behavioral Coaching Process Model  (BCPM)

-Differs significantly from traditional, simplistic and theoretical coaching approaches (eg; introduced in the proceding pages) as it only uses validated, robust psychological, definitive modeling proven in the real-world workplace. This critical difference allows its users to achieve genuine, lasting, measurable change and growth.

·         The BCPM:

-provides a comprehensive, complete description of the step-by- step component parts

-provides a) the 4-Stages of Change, b) 6 Forms of Coaching and, c) 7 Step Coaching Process (See Workbook 1)

-builds towards a predictive outcome

-applies to all coaching situations

2.     The Core Behavioral Aspects Models (CBAMs)

–A Framework of proven Models and Techniques ie:

The following four CBAM's (Change Models) contained in this Workbook..
a)   -ES Model, b) EN Model, c) Multi-Self Model and, d) SI Model 

-Plus other Example Models (see following pages) 

·         The CBAMS generate:
-Self-understanding
-Self-awareness
-Skill building -personal and professional skills
-The achievement of lasting, measurable self-development and performance enhancement in the individual, group and organization........................................................................................................................................................
..............................................................................................................................................................................                 

           

Note: Evidenced-Based Coaching
-The Proven Science that provides the foundation and structure of these powerful Change Models
 

Evidence-based coaching applies recent behavioral science research to bring multiple disciplines to bear on why and how coaching works. It is a way of distinguishing professional practice grounded in proven science versus the simplistic, unproven coaching approach propagated by most commercial coach training providers and coaching practitioners.........................................................................................................................
.............................................................................................................................................................

       

 

 _______________________________________________________________________
   -SAMPLE CONTENT..

 

The Following ES Behavioral Change Model uses a many of the introduced Critical Change Keys to enable change in outcome over a short time frame. Below are several primary ‘Keys’:

  
 

1.   Creating a relaxed, non-judgmental environment where the coachee can self-reflect and evaluate.
 

2.   Self-perspective –through Self-exploration and Self-discovery -leading to Personality/Self Integration.

Self-awarenesss is simply an individual's awareness of self. However, gaining a shift in self-perspective allows us to exchange one behavioral pattern over another to overcome a temporary loss of personal identity. Through the process of self-discovery the coachee becomes more self-aware (of what they are sensing, feeling, and thinking and alternate, optional behavioral patterns), and better prepared to make a choice/decision to exchange.
 

Such perception can be achieved only in the "now," the present moment. The coach assists the coachee to be aware of "what" and "how" they behave in the moment i.e., learning to understand themselves in their world through insight.. 

3.    Engaging Emotion.
Any behavior exchange is caused by engaging people's emotions -their feelings -thoughts and perceptions are preceded by emotion. Note: Most people avoid negative emotions but this is the path to changing outcomes. 

4.    Recognizing and Reframing Beliefs.

As noted earlier, it is an easier task for the time constrained coach to have the coachee simply identify (via triggering events) the emotion (but not necessarily the underlying belief/s) that are associated with the behavior pattern they wish to exchange (by reframing it). This relatively simple, but powerful exercise, cuts short the traditional, lengthy, difficult change process of disputing beliefs in an attempt to free the coachee from an undesired behavioral pattern ......................................................
....................................................................................................................................................................................

  

 
                                                       
            _______________________________________________________________________
                                                                          -SAMPLE CONTENT..

 

                   


  h) Some Benefits to creating a Positive Emotions Program in the Workplace

1.   Increasing Employee Engagement. 
Organizations looking to increase their engagement ratings would be well-advised to review the previously list of positive emotions and build a program for employees to see how can they experience and apply them successfully in their work. As prior mentioned, frequent (authentic) positive feedback instills “pride” (the key positive emotion in the workplace) in employees.

2. Fostering a Continuous Learning Culture
Organizations can cultivate the positive emotion of “interest” with its action-urge of exploring and resulting skill-building.

3. Building Positive Leadership Skills
 Positive Emotion Program can provide a framework for leaders to provide guidance on how to build the emotional environment to achieve group goals.

“Gratitude” –can create a positive climate in their teams and encourage team members to give each other positive feedback for tasks well done and support provided can improve a team’s overall communication patterns. It has also been found that expressing gratitude can also improve wellbeing in the “sender” – a welcome side effect!

Teaching employees to have fun even during a stressful day will impact them in a positive way, and via the emotions of amusement and joy can motivate individuals to get more involved and be creative.

4. Enhancing the Customer Connection
By creating a customer experience that feels positive to the customer, the customer will therefore want to repeat it.

BOTTOM LINE: Organizations have much to gain from building a positive emotions program complementing and enhancing their management practices and organizational culture. There are many more positive emotions which can be fostered and nurtured in organizations (see previous 'Case Studies').

NOTE: Three of the top positive emotional states in the workplace include: positive mood, self-efficacy and emotional resilience to work under adverse circumstances.

   There are unlimited benefits in building a Positive Emotions Program.. 

A recent study found that just 29% of employees in the U.S. are engaged in their work— and 24% are actively disengaged. That means they hate their jobs and they hate their boss!. In Asia the level of engagement would be expected to be even lower. 

Note: Engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace.

 **Message to all Leaders/Managers**
 The best, most profitable organizations are those in which employees are the most engaged. It is the leaders of an organization responsibility to get their people engaged. You can't maximize resources if you don't have engagement. And if you want to reach out to people the best way to do so is to "change" your people's "emotional state" of mind -including your own..

  Which emotion/s would you encourage in your organization?...........................
...................................................................................................................................................
 

  

 

         ______________________________________________________________________
                                                          
    -SAMPLE CONTENT..

 

 

INTRODUCTION to the MS MODEL

Quantum Physics provides us a Key to Self-Change.

Quantum physics studies the universe at the smallest atomic levels. Quantum physics has discovered that everything in this universe is made up of atoms and atoms in turn are made up of sub-atomic particles (also known as quanta -plural for quantum). Quanta are packets of subatomic energy that are grouped together.

Quantum Physics provides us the answer to the BIG QUESTION: WHAT and WHO DO YOU THINK YOU ARE?

- The answer is who is the OBSERVER in you. Your observer affects your reality. Therefore if you can change how you observe life, you can change the reality that you're living in. In other words, Quantum Physics provides us a key to self change -that is, behavioral change can occur as a result of a change in the observer's knowledge about what is going on. This is scientifically and philosophically profound!
 

Business Bottom Line -Our Particular Way of Being.

What people do in organizations (and the results they produce) flows directly from “how they are,” their particular way of being. When they change their way of being, entire new possibilities for action appear, often producing dramatic and unexpected results. Contrast this with the assumption behind many of today’s coaching programs which attempt to change people’s actions without taking into account their underlying ways of being.
 

In order to help executives develop their capacity for leadership within today’s ever- changing environment, we must help them to become continual observers and designers of their particular ways of being.
 

THE COACHING STEPS IN HELPING SOMEONE DESIGN THEIR WAY OF BEING?

  A person’s way of being is rooted in conversation (language) and in their structure or ........
.....................................................................................................................................
 
  

 


____________________________________________________________________
                                                          
    -SAMPLE CONTENT..

 

   
         
      A leaders biggest mistake: Not knowing who they are -and how to project different aspects of themselves to benefit their employees and leadership team.

 

 

We must learn a new way of seeing ourselves from different perspectives from the world around us. This in turn can lead us to a richer, more positive outlook on our life and a clearer understanding of which SELF OR PART OF US is best suited to be more fully alive, productive and happy in the present world/situation/event we have placed ourselves in.
 

Obtaining this practical realization/insight is the first step achieved through using the advanced, proprietary four following Behavioral Change Models introduced in this Course Manual. How to exchange one lesser suited Self to a better suited Self, in a given situation, is the second and final step in the Change Models.....................................................
       ............................................................................................................................................................................

 

 

                                         

_______________________________________________________________________
                                                          
    -SAMPLE CONTENT..

 

 

    - HOW TO RELEASE ANYONE'S POTENTIAL ·     

  


Self-Actualization.

Most healthy, functioning people seek out a positive self-concept. As we learnt earlier, Carl Rogers said that everyone is trying to get from their real, active self (who we have become) to their ideal self (to the kind of person we want to be) and inturn be closer to someone that is more happier, more productive and fulfilled than we presently are.
 

How to align our ego to the potential of our higher self.

The dilemma -if we cannot recognize what we are capable of, how can we possibly harness it to take us to another performance level. All of us create a fog that shrouds our potential which can only be cut through with realization –a willingness to SEE and BELIEVE in (recognize) our true selves. As champion sportspersons understand, this is known as achieving an elevated state of confidence and belief in oneself -which can be simply translated as an ‘enhanced ego’.
 

A confident, controlled leader who has a belief in their abilities and potential is; mentally agile, makes better decisions, thinks in deliberate and effective ways to create energy, is optimistic and enthusiastic even in the face of pressure. In fact all of their Higher Order Thinking Skills have been significantly enhanced through self-realization, ego-management and belief.

The potential of the Higher Self (the Super Consciousness) knows no limits and will always be able to take us to the NEXT LEVEL.. 
 

-The Coaching Steps in working with the Super Consciousness -or whatever label the coachee is comfortable with...................................................
...............................................................................................................................................................................................

____________________________________________________________________
                                                          
    -SAMPLE CONTENT..

 

                                                  

The 7 key underlying Psychological Principles that provide the foundation to the SI Model
 

1. Self Concept
 Self-concept is distinguishable from self-awareness or self-knowledge or self-esteem in that self-concept is a cognitive or descriptive component of one's self (e.g. "I am a fast runner"), while self-esteem is evaluative and opinionated (e.g. "I feel good about the fact that I am a fast runner").

Self-concept is made up of one's self-schemas (beliefs/ideas), and interacts with self-esteem, self-knowledge, and the social self to form the self as whole. It includes the past, present, and future selves, where future selves (or possible selves) represent individuals' ideas of what they might become, what they would like to become, or what they are afraid of becoming. These possible selves can function as portals to alternate behavior patterns.

2. Future (or Ideal or Perfect) Self

The perception people have about their past or future selves is related to the perception of their current self. The Temporal Self-Appraisal Theory (Wilson & Ross, 2001) explains that people have a tendency to maintain a positive self-evaluation by distancing themselves from their negative self and paying more attention to their positive one. In addition, people have a tendency to perceive the past self less favorably (e.g. "I'm better than that") and the future self more positively (e.g. "I will be better now that I know what I can achieve").
 

Further studies have concluded that people benefit in the present by feeling psychologically close by re-living a positive past self and/or living a future ideal self.

Important Note: The Future/Ideal/Perfect Self fears making mistakes publicly and seeks safety from situations that place it in jeopardy (See: below Case Study).

 Accordingly when using the Future Self in the Change Model we must ensure it is placed in................................................
.............................................................................................................................................................

  


 ______________________________________________________________________                                                         

   

NOTE: All original course material developed and copyrighted by Perry Zeus, The Behavioral Coaching Institute Limited, 2017. Unauthorized distribution, copying or use of any kind is strictly prohibited. 

- The Institute's graduates, in the process of conducting their own coaching services, are granted permission to use the tools, techniques and forms contained in the Master Coach Course Workbooks as part of their day-to-day coaching work. However, if a person wants to use the material in any course or training program -please contact us immediately to discuss royalties or a licensing arrangement. To repackage and re-use any of the proprietary models, concepts and/or materials as part of another training course program or in any other format is strictly prohibited unless you have been licensed to do so. Infringement of this condition is subject to legal proceedings.
 

    

 

  
 
 

 

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.
 
-  

                              
                                                        Home | Faculty | Course Registration of Interest Form