Content: Executive Coaching Tools, Coaching Tools and Techniques, Executive Coaching Toolkit, Coaching toolkit, Coaching Tools and Models, Executive Coaching tools and techniques, executive coaching tools, executive coaching models, business coaching course, business coaching toolkit, executive coaching tools,

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- Validated Behavioral Change Executive Coaching Tools to change a client's behavior in just a few coaching sessions!

Why people don't change their behavior by just being aware (or even told) of why they should. 

Why is it so hard to be Self-Aware? 

How to help people "wake up" in time to release their potential by recognizing their conditioned response/behavior 

How to help people attain true self-realization -"the secret of our life." 

Executive Coaching Tools to help the coachee easily find out who they really are. 

Executive Coaching Tools to change our brain to become who you want to be. 

Executive Coaching Tools to change our Brain to drive new, sustainable Behavior.  

Executive Coaching Tools to build Strong Neural Pathways - the key to increasing Critical Thinking Skills and Intelligence 

Executive Coaching Tools to help the coachee Self-Regulate their Negative Emotions 

How to use the Most Powerful Emotional Behavioral Driver in a Group Setting to enhance performance and generate exceptional service, innovation, and dedication to the organization. 

Workplace Emotions -and how to work with them.

Step-by-step plan to create a Positive Emotions / Engagement Program in the Workplace.

Coaching Tools to develop "Fear Less Leaders". 

How to build an Emotional Fitness Program for teams. 

Executive Coaching Tools to teach people to work in a zone of peak performance. 

How to build a Leadership Coaching Program to transform leaders into a higher version of themselves. 

Tools to teach coachees to observe their thoughts without necessarily believing their story. 

How to replace Limiting Beliefs with Positive Beliefs 

Executive Coaching Tools to replace a maladaptive behavioral driver for a more positive one to generate a better outcome.

Why does Personal Growth have a Shadow?

"Buy-in” questions to help the coachee when making the decision to change.

How to Control Fear (fear of failure / fear of success) -the greatest saboteur in the workplace

Steps to alleviate Stress in a team or workplace.

Coaching Tools to enhance Intuition -the key intelligence factor for great success.

Coaching Tools to enhance Creativity.

Each Coaching Toolkit Module contains Exercises, Summaries and Case Studies plus Scores of Coaching Forms and Templates -and as a bonus, course graduates also receive A Professional Coach Resources Library (over 300 pages).  
 

'The concept of behavioral coaching as an intervention strategy'  -Study (Association for Behavior Analysis International)

The term behavioral coaching has been used inconsistently in and outside the field of behavior analysis. In the sports literature, the term has been used to describe various intervention strategies, and in the organizational behavior management literature it has been used to describe an approach to training management personnel and staff…The authors found that this method of coaching was superior to traditional methods (e.g., verbal description and feedback that focused primarily on incorrect responses). Numerous books (‘Behavioral Coaching’ by Skiffington & Zeus, 2003 being the first text detailing the subject) and companies (e.g., Behavioral Coaching Institute) have provided information and strategies for behavioral coaching in organizational settings…. Having a packaged framework enables practitioners to implement effective guidelines and performance improvement. Since then, the term behavioral (from the 'behavioral sciences') coaching has been used to describe this sort of approach.

Edited Extracts from ‘Behavioral Coaching’ -Association for Behavior Analysis International  -US National Library of Medicine National Institutes of Health

      The Art and Science of Behavioral Coaching

The professional coaching discipline has evolved dramatically over the last two years and bears little resemblance to its fuzzy predecessor.
 
 --Yet, outdated first-generation coaching models and practices are still taught by most coaching schools
- Even today, most coach training providers still teach old practices and offer few second-generation methodologies and techniques that can facilitate real change. Achieving measurable, sustainable outcomes isn't a matter of simplistic goal setting, personality profiling and cheerleading but requires the skilful use of validated, proven behavioral change methods and learning tools grounded in the behavioral sciences. The success of any coaching program is dictated by the program's resources depth, scientific validity and measurability. 

Many so-called "coaches" churned out by the "coaching associations" are simply doing more harm than good. Meantime, many large, high-profile coach training schools are still teaching simplistic models of coaching that employ re-labelled, old performance counselling strategies or, in some cases, scientifically unproven fuzzy techniques. 

Most coaching models still use a "problem solving approach" and rely on the coachee's "self awareness" of the behavioral issue to generate change. However, this outdated approach will not provide a sustainable, positive outcome -as it fails to acknowledge the underlying causal Emotions / Feelings, Beliefs, Values and Attitudes.

The Institute's acclaimed proprietary Neuro-Self-Transformation™ Methodology.
One of the objectives of the Behavioral Coaching Institute's Masters-Level Course is to not only show coaches how to select and use valid instruments to identify and assess a person's behavioral aspects but also to help coaches develop a set of 'diagnostics' to begin to look at the "why" of another person's behavior. Coaches learn how to select and use appropriate proven Change methodologies to guide the coachee to discover their master control switches and other critically important information about him or herself that will assist them to move in the positive direction they have chosen.

Coaches have the professional capacity to help bring about important personal and professional changes for individuals and groups. Most of their clients are success-oriented and are in transition to a higher level of development and some are in stressful or personal situations which may render them vulnerable and possibly dependent. All of these occupational conditions require coaches to have access to appropriate psychologically-based methodology and processes.

Many organizations and coaches claim to use behavior-based coaching simply because they claim they are dealing with behavior. On closer scrutiny, however, they are merely attaching a new name to the old workplace counseling model; that is, the "coaching" is remedial, occurs on an as-needs rather than an ongoing basis, involves little monitoring or evaluation and does not attend to preventing slippage. Furthermore, some professionals claim to practice behavior-focused coaching simply because they employ personality profiling.

3 Types of Coach
1) A Coaching Tool Master -this person has possession of, or has obtained limited technical mastery of one specific change and learning tool or model etc

2) A Coaching Toolkit Master -this practitioner has possession of, or has technically mastered the use of a number of general change and learning tools and models in their specific toolkit.
 

3) The Master Coach -this specialist change agent/coach has received the highest level of individual/personal instruction available in the use of a wide range of industry-proven coaching practices relevant to their area of practice. The Master Coach has undertaken 1-to-1 practical role plays with an experienced facilitator (educator/coach/behavioral scientist) -learning how to use the latest, validated behavioral change and learning tools and models. To obtain masterful experience in the application of their new skills and learning -this professional coach continues their professional development in "real-time" via a 1-to-1 post-course mentoring/support program (with their original instructing facilitator who has now become their mentor). With this back-up professional support and their personal, advanced-level training and experience the Master Coach is also able to select the appropriate behavioral change models and tools for a specific client intervention and deliver an accountable, measured successful outcome.

Many vital practice protocols, behavioral change techniques and assessment instruments a professional coach requires are only available to coaches trained and mentored by a facilitator who is also a licensed clinical psychologist. The Institute's industry-proven, fast-tracked, Certified Master Coach Course (Self-Study, Campus or Distance Learning Format) meets the critical needs for business and executive coaches to be trained and mentored in the use of validated, reliable psychology-based tools and techniques.
 

 

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The Science of Coaching: -Changing behavior (what we do or say) is the most important challenge for businesses trying to compete in a turbulent world, says John Kotter, a Harvard Business School professor.: "The central issue is never strategy, structure, culture, or systems. The core of the matter is always about changing the behavior of people."  -To achieve successful change and/or learning, it is now evident that the behavioral aspects which underlie a person's actions are the critically important elements which require assessing and management

Definition: Coaching Technology (CT) is a scientific, systematic and systemic approach to the structure of coaching using a wide range of validated tools, techniques, interventions, protocols, templates and models that are drawn and developed from many disciplines and fields of learning such as the behavioral sciences. CT is the 'science of coaching'. The 'art of coaching' is achieved through systematic practice and mastery of the science -after completing personalized training in the selection and use of the technology and follow-on mentorship by an experienced practitioner, credentialed educator and scientist (clinical psychologist etc).

Coaching and Neuroscience
Behavioral Neuroscience provides us many hidden keys. (Behavioral Neuroscience covers a range of relevant, proven biological and neural sciences and is concerned with the study of behavior and the brain and nervous system -and should not be confused with NLP).

In the knowledge economy it is brains that give organizations their competitive edge. The new field of Neuroscience explains how we all can increase our Critical Thinking Skills and even Intelligence. The recent discovery of the on-going "re-wiring" or malleability of the brain has caused us to question traditional learning methods. Recent breakthrough studies have proven that specialist coaching exercises can enable a person (in a relatively short time) to change their brain's physical structure, alter their mind's perceptual experiences and effect lasting changes in behavior, expectations and choices etc.

Neuroscience holds tremendous promise for coaches.. 

Current research in genetic determinism suggests that "Leaders are born, not made". Everyone has "natural," genetically-defined tendencies that support or undermine their ability to lead and to be effective interpersonally. However, those natural abilities don't completely define the results of our actions. Neuroscience shows us how we can all (regardless of position and age) continue to learn, adapt and improve ourselves. Some individuals may be born with a genetic head start, but all truly effective leaders are made, not born.

Today, many of the practices we employ in coaching, leadership development and learning are effective because they're consistent with--and take advantage of -the way our brains function. At the same time, neuroscience not only provides us with some new and exciting change tools but can also tell us which coaching practices, tool and techniques are ineffective and need to be updated or replaced. Clearly we are at a point where all people involved in people development need to incorporate neuroscience into their practice.

Coaching using the Institute's Neuro-Self-Transformation™ Methodology
By selecting from a range of easy-to-follow, structured behavioral change models change agents can rapidly develop a client's key cognitive skills to enhance their capacity to succeed. This remarkable power we all possess to transform our brain has far-reaching implications in workplace coaching.. See: NST

Coaching and Psychology
As professional coaches we are well aware that only validated behavioral tools and techniques can achieve genuine, sustainable, measurable results. Changing behavior with the right techniques and delivery mechanisms can have a dramatic, beneficial influence on human dynamics, the cultural and environmental context of an organization, and the output of the system - the organization's performance. However, changing behaviors is hard work and can even cause fear to those faced with changing a lifetime’s habits. Some behavioral change can even affect how a person views themselves and others around them. It is therefore imperative as responsible coaches that we understand how to professionally use the behavioral tools and techniques that relate to our specific niche area of practice or specialty. 

Behavior (what we do or say) is learned. Behavior is not a person's innate Personality
Behavior-based or Psychology-based coaching integrates research from many disciplines into a validated, user-friendly model of practice. It incorporates knowledge from psychology (behavioral, clinical, social, developmental, industrial and organizational), systems theories, existential philosophy, education and the management and leadership fields.

One of the reasons why behavioral techniques are employed by professional (full-time) coaching practitioners is that they allow for data to be gathered on specific, targeted behaviors impacting the application of a professional skill. By using appropriate validated, behavioral change instruments, these targeted behaviors can easily be measured and evaluated in a rigorous manner. Behavioral coaching, with its emphasis on research and evidence, provides individuals and organizations a validated and proven system that greatly increases their chances of effecting lasting behavioral change.

Our experience as coach educators has shown, time and again, that coaches require further training in the use of behavioral techniques. Indeed, our invitational, Masters-Level Coach training course developed out of this demand. 

As practitioners we also need to distinguish the differences in coaching which emphasizes operational mastery (hard/technical/positional skills) and coaching which aims to develop and enhance personal mastery skills (soft skills). Yet the psychological foundations of the two types of coaching differ only in degrees. Certainly, coaching to enhance soft skills focuses on exploring and working with values, beliefs, emotions and resistance etc. However, even when the coaching focus is on hard skills the same psychological processes are at play albeit to a lesser degree. Coaches, regardless of their specialty niche, also have to be skilled in recognizing and working with the psychological processes of the individual and the organization.

Ongoing training, learning and development is of course not restricted to coaches. Professionals in other areas such as law, medicine and psychology are required to undergo a period of internship and supervision. Furthermore, given that the motto of coaching is ‘life long learning’, coaches themselves are expected to pursue continuous learning. Learning means a change in behavior as people change by learning an alternate way of thinking and behaving --and coaches are in the behavior-changing business. Ongoing mentoring and supervision, especially in the use of the coaching tools and techniques that have a foundation in the behavioral sciences, should be a coach’s number one priority. 

Our Institute is the first coaching educator to provide (to qualified coaches) a world standard, validated, professional coaching tool package. The cost of these instruments would be at least $3000 in total. These invaluable workplace tools are now included, at no extra cost, in our elite Master Coach Course -Content. During the course invited participant's also learn how to: 

Our select students are also provided and shown how to use actual check sheets, forms, and procedures developed over several years by some of the world’s the top coaching practitioners who work with Dr Skiffington. Graduates can customize and re-brand these valuable coaching tools, techniques and templates to build a solid structure for their own practice (external or in-house). 

The advanced-level, accelerated Master Coach Course (plus optional follow-on 1-to-1 course mentoring with acknowledged world experts) also prepares the participant to plan, implement, and/or evaluate the results of an assessment for an executive coaching intervention. -For example; methods of structured interviews, standardized surveys, 360-degree feedback instruments and interviews, and other organizational behavioral assessments are introduced.

 -BCI's Master Coach Course Toolkit:      
    -Some of the Toolkit's Assessment Coaching Tools / Questionnaires..
 

There is an "accountability crisis" in coaching today: 

Traditionally, it has been difficult to demonstrate an increased value of a company's human capital. However, in the last few years clients have increasingly become frustrated by the lack of rigorous methods employed by coaches for measuring the impact (the ROI - return on investment, the bottom-line increases in business activity, production and profitability) of their work. 

Justifying people development investments.
Clients are now better educated about coaching and require coaches to better justify the methodologies they employ and provide real, clear statistical evidence of the bottom-line value of their work. As such, management has become frustrated by the inability of the many coaches who are unable to be sufficiently quantitative about the value of their traditional coaching initiatives. Coaching clients want to see a numerical scorecard -the measurable results that coaching has brought to their organization. 

Coaching programs are being held to the same standards as other business initiatives. It's becoming "Show me the monetary return or I'll close the door."
More and more HR, Learning and OD leaders are requesting proven processes to determine ROI. This is placing greater emphasis on learning from ROI evaluations and using the data to continuously improve how coaches best design and deliver coaching programs. 

Today, management responsible for people development programs will no longer make their budgeting decisions on faith or exhortation. It follows that business and executive coaches are now required to prove the measurable value and return on their client's investment in coaching. By measuring carefully the results of coaching and tying coaching to the strategic metrics a company uses to measure its business success, a coach must be able to demonstrate the financial return on the coaching dollars spent. Coaches who use behavior-based models, tools and techniques are uniquely able to build a business case that empirically justifies human capital investments to all relevant stakeholders. They can also identify the particular coaching programs that will have the greatest affect on the bottom line. 

The Institutes Certified Master Coach course is the only coach training program that provides personal instruction in how-to-use the necessary validated tools for obtaining and measuring lasting behavioral coaching outcomes and producing a ROI scorecard.

ROI (return-on-investment ) - By using behavior-based tools participants in the Certified Master Coach course you learn how to:
- develop an evaluation (ROI) architecture that includes business goals, initiative objectives, and evaluation objectives
- calculate the ROI and ROE
- use various types of hard and soft data collection plans
- use intake and outcome assessments
- calculate ROI for both observable (behavioral) and inferable (developmental) changes
- convert data to monetary, production values and, 
- identify direct bottom-line program effects and flow-on intangible benefits etc..

Also Note: Most vital coaching models, practice protocols, techniques and assessment instruments a professional coach requires are only available to coaches trained and mentored by a facilitator who is also a licensed clinical psychologist. Our elite Certified Master Coach Course meets the critical needs for business and executive coaches to be trained and mentored in the use of validated, reliable psychology-based coaching models, tools and techniques. Read More >.... 

Invitational Master Coach Credentialing Course

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