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. Note: For qualified individuals who simply wish to learn how to establish a successful coaching career and/or private coaching practice -see our Graduate Institute of Master Coaches..read more 
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"..BCI impressed me highly through its professional research, briefings and variety of critical information." - Joseph Norman, President, The Norman Consultancy Group

Harvard Business School Journal.
 "..many executive coaches ..sell themselves as purveyors of simple answers and quick results... The idea that an executive coach can help employees improve performance quickly is a great selling point to CEOs.. However, unless these Executive coaches have been trained in the dynamics of Interpersonal relations, however, they may abuse their power often without meaning to... To best help their executives, companies need to draw on the expertise of ..executive coaches with legitimate skills."  

The State of the Coaching Industry and You!
You're a busy professional and don't have time to spend on things that don't work. You've tried different coaching courses and seminars over the years, picked up a few useful ideas but none of it was really "new" or substantial. 

In fact most of what you found was basic stuff that oversimplifies human behavior, personality, motivation and learning. You're looking for a better way to acquire, accelerate and retain skill development but it has to be supported by evidence, have a scientific basis that isn't theoretical and doesn't require lengthy training, be accessible, provides a solid expandable platform, delivers measurable sustainable results and it must be cost-effective.

"I think the great thing about Dr Skiffington's
professional development course is that it's
all grounded in validated scientific processes
that have been consistently proven to produce successful, measurable results in the workplace."   
-Bill Harrison, Director of Professional
Development, Office of Education. WA 

 
- Behavioral Coaching is the twenty-first century tool for change and learning acquisition 

Definition-  "A structured, process-driven relationship between a certified professional (for example a Registered Behavioral Coach) and an individual or team which includes; assessment and using a coaching model, tools and techniques (that have scientific reliability and validity) to assist them to develop competencies and remove blocks to achieve valuable and sustainable changes in their professional and personal life." -Behavioral Coaching. -McGraw-Hill Education

"The behavioral coaching model, pioneered over the last decade by Dr. 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.2003

"Formal training in leadership and interpersonal skills and follow-up behavioral coaching, has been shown to increase productivity by 30% in the first year, as related to that area of training. Continued improvement in performance is seen with feedback and behavioral coaching.  Without such follow-up, the performance level is just slightly higher than before the
training. 

Behavioral coaching has consistently been shown to result in the perception of enhanced leadership effectiveness by 99% of those observing the person. Also 99% of individuals who follow the prescribed program improve by at least one full point on a six-point scale as determined by their co-workers." -Personal Leadership Development Study  Michael Woods MD, Welyne Thomas PhD

Recent studies have revealed the greatest challenge to any organization is to change people's behavior. Of recent years there has been a growing demand from coaches and their clients for a coaching model based on scientifically validated methodologies. It is in response to this demand that the behavioral coaching model was developed.

Behavioral coaching was first employed in sports, work safety, the military, health and education. Behavioral coaching integrates research from many disciplines. It incorporates knowledge from psychology (behavioral, clinical, social, developmental, industrial and organizational), systems theories, philosophy, education and the management and leadership fields.

Too many change and/or learning interventions fail to stand the test of time and the physical and psychological pressures of 'the real world'. To change/learn, people need to embed new insights into deeper, often automatic, thinking processes. This requires them to attend to how they think as well as what they think. To change, people need to turn thought into action. Without clear practical steps for doing this, and practice, old habits soon reassert themselves. Learning will only last if the underlying emotional commitment is there - 'do I really want to change?' As people engage with new learning we need to ask them to listen to their emotions and look at their attitudes, beliefs and values.

All coaches do not have to be psychologists and nor are most psychologists suitable to become coaches. However, coaching is change and change is a psychological process. A successful, professional coach has to understand, be confident and competent in the psychological aspects of coaching and a master in the use of a range of behavioral change techniques. To do so requires personalized training and supervision by an appropriately trained clinician and experienced practitioner in the use and mastery of psychological-based tools that bring about genuine, lasting, measurable results. Business clients understand the language of figures and the bottom-line and will accept nothing less than statistical proof of change and new learning as well as anecdotal evidence.

The challenge is to master the leadership of change before change overwhelms you.

Your ability to be a change leader is essential to your company and your career. Research within over 100 organizations in the midst of large-scale change has revealed, the greatest challenge at any stage is to change people's behavior. Nowhere are these challenges and changes more evident than in organizations' training and development departments. Increasingly, managers are being asked to show how their training efforts add value to the organization, and that means being able to measure performance. Have behaviors changed? How can we determine behavioral change? Many managers make the mistake of trying to do this utilizing outdated training and management techniques which simply don't work.

• Different forms of coaching have been available to organizations since the late 1980's.

  Some coaches will represent coaching simply as a management technique to get more out of people. They will offer programs that will ensure greater employee performance using a performance counselling model mislabeled as coaching. The carrot and stick approach has been around for many years and is useful to a certain point. However coaching is not achieved through manipulative technique or making people do something they don't want to do. In the last several years coaching has focused more on achieving excellence and potential fulfillment than on remedial performance interventions.

  Outdated coaching models define coaching as performance counseling or rehabilitative counseling, supervision or even mentoring. The core element of sustainable, measurable coaching outcomes is a sound psychological base which sits at the intersection of clinical, counseling and organizational psychology. Today, Behavioral Coaching develops the political, strategic and interpersonal skills that will make an individual or group, and ultimately the organization, most successful.

  Note: Our Courses only use practical, proven, psychological-based tools and processes that are industry-focused and can be easily applied and learnt by our students who do not require any training in psychology.
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"Dr Skiffington is universally acknowledged as the world's leading authority on the coaching
 of people in an organizational environment." - M. Jordon, L & D Director, IBM

Quality world-standard teaching is a cornerstone of BCI's reputation for excellence.  Our global programs are consistently highly ranked for teaching excellence, availability and responsiveness to program participants. Our faculty write groundbreaking text books and serve as consultants to organizations and governments worldwide. Dr Skiffington may be advising a Fortune 100 Coaching Program Manager in Massachusetts and London one week and then next sharing the insights with you in your workshop the following week.

Dr Skiffington's (Faculty Head) commitment to industry research and her involvement in the business community bring an immediacy and relevance to the workshop. Innovative research, real-world experience and effective personalized teaching come together within a single, highly focused learning process.  -For Dr Skiffington's Expertise and Experience...Read more

 Unique, "Hands-On" short course tailored fitted to meet your specific skill set and business needs..  

The Institute conducts 4 Format Options of the short-term/fast-tracked highly focused Certified Coaching Course: (see: Registration of Interest Form)  

-Existing Small Group - Delivered on-site, for in-house associates
           (min =2, max =6). We also develop coaching educational seminars and tailor coach training courses to the needs of your group or corporate entity.
-Peer Small Group  -Professionals from different places with similar learning  needs (max: 4 to 8 persons) -Held in New York, London & Sydney.
-Informal Small Group - for local professionals delivered to your venue (min = 3, max = 6)
-1-to-1 - Delivered to you on-site, in your offices, with Dr Skiffington and one participant only           

  Post-Course Support
     -Mentoring Program 
          (optional post-program mentoring sessions, conducted by telephone, to reinforce and extend course learning)
 
Benefits :
The Masters-Level Course provides the specific tools, techniques, coaching models etc. that you require in your day-to-day specialist practice/program. This exclusive mentoring program (1-to-1 via telephone with Dr Skiffington) provides the glue to creating foundational strength and resiliency. The program provides the difference between course participants who listen and then go on and may apply what they hear and are given, and those who listen and then go on to apply what they hear and are given through one-on-one counsel/mentoring.

The program is a form of personal and business success insurance - to ensure your newly taught coaching skills and coaching program management skills succeed. The program:

• helps the coache/coaching program manager and coaches evaluate how well they are performing

• assists in overcoming challenges

• helps reinforce the specific model of successful coaching as it relates to their program

• helps the coach identify and refine what is working well and what needs further fine-tuning and what to change

• assists in problem-solving and finding solutions

• is a means for further specialist resourcing/information sharing

• provides access to invaluable advice on specific "real-time" coaching matters

Medium and Frequency: The mentoring program is conducted via telephone and by appointment. Dr Skiffington makes the calls. Frequency varies according to usage, but typically contact is made weekly for up to 60 minutes.

-Project Support Program 
    -for existing coaching programs conducted by external practitioners or an organization/in-house. Organizational coaching programs face a unique series of challenges and opportunities to design, implement and grow successful programs. Issues such as coaching readiness, program design, best practice management, use of internal and/or external coaches, coaching educational programs, coach training options, intervention selection, best practice operational management, outcome    measurement criteria, accountability, coaching technology and technical program support etc., are just some of the key areas that require considerable thought, planning and guidance. (For more information click: 'Project Support' tab -top of page)

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   Unique 4 Day, tailor-made, Best Practice Coaching Management Course and 1 Day Coaching Program Development (One-to-One or Small Group format) plus 1 year follow-on program/project support/mentoring.

   .    -For: a) internal coaching program managers, HR Managers, program sponsors, senior participatory management etc and, 
                 b) external coaching practice (solo or group) owners/managers.
 .-For further details see: Support Page
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 Note - 
for External Coaches -who simply wish to learn how to establish a successful coaching career and/or private coaching practice -see our: Graduate Institute of Master Coaches