Latest Breakthrough Executive Coaching Tools, Techniques, Research and Technology

Recent studies are now clearly providing evidence that the vast majority of HR Managers, Coaching Program Managers and other coaching professionals who oversee executive / leadership / talent management development programs, simply do not understand all the behavioral and learning variables that influence organization and individual performance. Specifically, most are not aware of the latest breakthrough behavioral change techniques that are available or what are the critical behavioral change 'performance levers' they should be encouraging their internal and external coaches to learn how to use

A quiet revolution has begun in the executive coaching discipline

Professional coaching practitioners around the world are awakening to realize they’ve missed many of the pieces in the coaching puzzle. For example; focusing on the client's self-awareness to drive change alone is now seen as an incomplete step to change. Also, by mistakenly suppressing their clients’ constructive unpleasant emotions, coaching practitioners have inadvertently stunted their client's growth and jeopardized their ability to change their behavior.

Below, are just some of the many pieces of the learning and development puzzle that are now being used by the Behavioral Coaching Institute's Diploma in Executive Coaching graduates to achieve breakthrough, lasting results within a short time frame:

• The Institute's graduates are taught how to shift away from the old, traditional counselling model approach (the coachee isn't the expert) to a directive model that also shares a solution focused approach (an emphasis on the future). An excessively non-directive approach by the coach is a rather stilted, artificial type of conversation that is out of sync with how most ‘normal’ adults learn. It assumes that people are always defensive and will only accept ownership if treated gently. It has now been shown that workplace coaches are much more effective when they flex their directive style. 
   
• The change process in coaching, in essence, is a psycho-logical one and thus requires a specialist training and finesse on the part of the coach. In order to help adults change significant facets of their behavior and enhance their performance at work, it is essential that coaches use proven change models and processes from the behavioral sciences. The Behavioral Coaching Institute is the world's leading developer and supplier of proprietary, cutting-edge coaching technology. Our client's include most of the world's leading organizations who employ an advanced, structured coaching model of learning and change.
  
  Some more key pieces of the coaching puzzle addressed in the Institute's Diploma certification program:

·         "We are what we think." The knowledge of how to change the brain to engage in better, more productive thinking patterns is now understood to be critical to any successful change effort.

• In the traditional Cognitive-focused coaching approach the coach first lists the behavior (e.g., temper outbursts) the coachee wants to change and then sets about challenging the relevant Beliefs or Cognitive Distortions. However, many studies show that a cognitive approach only achieves around a 50 to 60% success rate.

·      Once a person becomes embedded in analyzing their weaknesses, they are solidly arousing a negative approach and have a hard time keeping the context hopeful.

·      Using "facts" to convince a person to change very rarely works! The brain pushes back when told what to do. This is attributed to homeostasis, the movement of organisms toward equilibrium and away from change. Coaching practitioners need to focus their clients on solutions instead of problems.

• The traditional cognitive approach is based on logic and deliberative thinking and avoids emotions and feelings. Yet, our construction of a sense of self, the world, and self-in-relationship to the world, is a complex web of memory, embedded with EMOTION and sense impressions. Neuroscience has now proven that making an emotional connection is the key enabler in the process of changing behavior.

·      No matter how logical and intellectual one is, the part of the brain controlling our emotions easily overrides logic and thus, all obvious rational thinking is destroyed.

• Brain Hard-Wiring. Our mind is forced mindlessly to follow a set track engraved by the brain's emotional response center that overrides all other systems. When a coach tries to get their client to override their brain's systems of rote response, we cause them to suffer emotional distress. Even when we try to change a routine behavior our brain sends out strong messages that something is wrong, and the capacity for higher thought is decreased. These messages typically overpower rational thought. Change efforts subsequently result in discomfort and stress.

·       Optimal learning is achieved by relaxed alertness.

·       Growing and developing involves letting go of something. Letting go involves risk. Where there is risk there is doubt. Where is doubt, there is fear (an emotion).  The biggest roadblock to change, success and happiness is fear. .

·        The cumulative weight of a person's experience actually makes it harder for them to change

·        Learning and change always involves conscious and unconscious processes. Our unconscious mind believes that what worked before will work now -however, it is wrong! The world is a constantly changing place and as such requires very different mind skills.

·        Real learning leaves us changed. Coaching practitioners need to ensure that their clients change emotionally and somatically, as well as cognitively by learning.

·        The human brain is a work-in-progress. We now know that brains can be significantly restructured under the right learning conditions. Building strong neural pathways is the key to true personal and professional power!

·         People change only if they fully experience the events or perceptions that words can only point to.

·         Today's coaching practitioner needs to teach their clients how to observe their thoughts without necessarily believing their story.

·         Note: The Behavioral Coaching Institute's (established 1994) Diploma graduates are not engaged in behavioral modification and do not seek to change a person’s behavior or personality. Rather they replace default behavioral drivers with more positive, misplaced drivers that have worked in the past.

Using the latest, breakthrough coaching technology (from the exciting fields of neuroscience and brain-based learning) our students learn how to change the outcome/results of their client's behavior without changing their client. This breakthrough model of change and personal development is achieved through the use of the Institute's proprietary tools and techniques that incorporate the above missing pieces of the coaching puzzle (and many other proven psychological principles) with an evidenced-based scientific approach. 

Today, the Behavioral Coaching Institute's proprietary coaching techniques and tools are being used by many of the world's top organizations engaged in the use of the advanced coaching model of learning and change.

For further details -see the Institute's invitational, fast-tracked Diploma in Executive Coaching Course Content webpage and Registration Form on how you too can be taught by world experts to use the latest breakthrough coaching tools and techniques.