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Content: Coaching Models, Behavioral Change Coaching Models, coaching
models tools and techniques,
business coaching models, and psychology coaching models, coaching techniques,
leadership coaching models, coaching models and psychology, corporate
coaching models, workplace coaching models, behavioral competencies, behavior and executive coaching
models in
the workplace,
executive coaching models and psychology coaching models, coaching tools and techniques, business
coaching models, executive
coaching models executive coaching
coaching model skills
training in
the workplace, personal skills coaching models, professional
development coaching models,
change behavior and executive coaching
models,
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 Certified
Master Coach Course -Some
Introductory
Notes and Key Points:
Coaching Models -used in the
Workplace ©
-Organizational,
Business and Executive Coaching Models
(includes extracts from text book 'Behavioral Coaching' by Zeus and
Skiffington -published and copyrighted by McGraw-Hill, New York)
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There
is no all-embracing model of the coaching process and practice in professional
business and executive coaching. Most early attempts to construct a
coaching model (in the 1950's to 1980's) derived from static models of
learning and in the 1990's from sports coaching. However, a
coaching model cannot be procustean. It requires an in-built flexibilty
and adaptability so that the coaching programs can be tailored to fit the
specific needs of each client and coachee. Today, a coaching model should
meet the following criteria:
- It presents a comprehensive, complete description of the processes
involved
- It builds towards an outcome and is, therefore, predictive
- it establishes the nature and connection of the component parts
- it employs validated behavioral change methodology to produce sustainable, measurable
change
Traditional coaching models fail to deliver:
Traditional coaching, built around out-dated change
models such as the Grow Model, goal setting, action planning and simplistic
personality profiling etc, falls well short of developing
lasting, measurable behavior competencies. The "one size
fits all", simplistic approach is ineffective as it ignores
our individual behavioral patterns that control the execution of the skill
to be enhanced.
In traditional coaching the participants shortly
revert to habitual patterns at the conclusion of the event. It's an
expensive venture for a short-term "buzz." Thus, the challenge
for people development professionals is to enhance organizational
effectiveness with a behavioral change and learning model that
strengthens and sustains individuals in the specific behavioral competencies
in play.
21st Century, professional coaching is an
integrative approach founded on the behavioral sciences.
Today, a coaching
model must encapsulate personal development, beliefs, values,
attitudes, emotions, motivation levels and adult and social learning, as
well as personal and organizational dynamics and defenses.
Many of the components of a
behavioral-based coaching model derive from the
behavioral approach to learning and change. Some aspects of a
coaching model include:
- targeting and focusing on specific behavior (what we do or say)
- analyzing the behavior in relation to its antecedents and consequences
- applying valid and reliable methods of assessment, data collection and
data analysis
- building a developmental plan
- employing validated behavioral change techniques
- managing, measuring and maintaining behavioral change.
Choosing the Best Coaching Model:
-Behavioral Change
Current research has concluded that the most effective coaching
programs are based upon approaches employing behavioral change
models (from the behavioral sciences -which use proven constructs rather than theoretical constructs).
-Learning Acquisition
Any skill development requires a model for sustainable learning. For
any sustainable learning to occur it must be based around a
validated behavioral-based scientific coaching model and use of associated
accelerated behavioral change techniques.
Selecting
a coaching model to fit the situation:
No single coaching model can fit all coaching situations. Instead,
every coaching intervention requires the use of a
suitable coaching model corresponding to its needs and issues.
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Note:
BehaviorBoost Coaching Model: is a
Next-Generation
Accelerated Change Coaching
Model that includes best aspects of first generation
coaching models and latest
neuroscience and behavioral sciences methodology.
-
Incorporates High Performance Coaching and Behavioral Coaching.
- Takes a
holistic brain-mind-body approach to enhance productivity and
well-being.
Read more >
Four
first generation
Coaching Models
still most commonly used by professional coaches:
Coaching models need to
address how individual factors such as knowledge, attitudes, beliefs,
prior experience, and personality influenced behavioral choices:
Coaching Model 1: Stages of change/transtheoretical
model
Change Factors addressed: Readiness to change or attempt to change behavior
varies among individuals and within an individual over time. Relapse is
a common occurrence and part of the normal process of change.
Coaching Model 2:
Social cognitive
theory/social learning theory
Change Factors addressed: Behavior is explained by dynamic interaction among
personal factors, environmental influences, and behavior.
Coaching Model 3:
Theory of
reasoned action/theory of planned behavior
Change Factors addressed: People are rational beings whose intention to perform a
behavior strongly relates to its actual performance through beliefs,
attitudes, subjective norms, and perceived behavioral control.
Coaching Model 4:
Solution focused
theory
Change Factors addressed: Assumes that the client has the answers
within himself/herself. Recognising the critical role of trust and
commitment in the partnership change is promoted by constructing
solutions.
When selecting the appropriate coaching
model to use professional coaches need to identify two
central component platforms -a Process Construct and a Core
Behavioral/Learning Change Construct:
A.
The Process Construct differs
significantly from traditional, simplistic and theoretical
coaching approaches 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.
B.
The Core Behavioral / Learning
Change Construct predicts
behavioral / learning change by identifying the core behavioral
aspects (thinking, beliefs, attitudes, values etc) that control
the outcome. This vital construct differs significantly from
traditional, simplistic coaching approaches as it only uses
evidence-based behavior change techniques and tools to provide
behavioral feedback and a action plan.
All professional
coaches need to be taught how to select and use coaching
models that include the above necessary Construct framework to achieve
successful outcomes.
Todays' Coaching Models
demand a
Multimodal
Approach:
- How to select and use the appropriate coaching
model.
Multimodal - is a
technically eclectic and systematic approach as it uses
aspects of different validated coaching models and techniques.
The key to the success of this professional approach (typically
employed by professional coaches and coaching
program managers) is the coach's training in the use of a range
of industry proven behavioral-based coaching models and techniques.
See below:
Neuro-Self-Transformation
and
BehaviorBOOST Coaching Model
In order to
obtain a successful outcome for a specific coaching intervention,
it is critical to have a range of proven models from which to
choose.
For Example; in the Behavioral Coaching Institute's (BCI) invitational, fast-tracked,
Accredited Specialist
Diploma Courses
(Self-Study / Distance Learning format) the most
popular coaching models and types of coaching are critically reviewed.
The outdated, still popular models employed by most coaches are then compared against leading-edge,
empirically proven behavioral-based models. Several evidence-based,
industry-proven coaching models are analysed
and students are taught how to select, adapt and use the
appropriate model for a specific client's needs. Students are also
shown how to build their own specialist, validated
coaching model using proven model constructs and coaching
techniques.
The Behavioral Coaching Institute's elite
Specialist Coach Training Courses meets the critical needs for
professional people developers to be trained and mentored in the
use of validated, reliable psychology-based coaching models, tools
and techniques.
Read
More ..>
 © Behavioral Coaching Institute
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Content: Coaching Models, Behavioral Change Coaching Models,
coaching models and psychology, corporate
coaching models, workplace coaching models, behavioral competencies, coaching
models, tools and techniques,
business coaching models, and psychology coaching models, coaching techniques,
leadership coaching models, behavior and executive coaching
models in
the workplace,
business coaching models and psychology coaching models, coaching tools and techniques, business
coaching models, executive
coaching models and professional development and personal skills, executive coaching
coaching model skills
training in
the workplace, personal skills coaching models, professional
development coaching models,
change behavior
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