Note: - For qualified individuals who wish to learn how to establish a successful coaching career  ..read more 
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                 Latest Organizational Coaching Articles :
                
Managers as Coaches -Benefits 
                
The Institute's 'Manager as Coach' -Manual/Course -available for licence  
                
Strategic Global Partnerships with BCI 
                
Evidence Based Approach to Coaching  
                
Evidence Based Coaching versus Belief Coaching  
                
Benefits of organizational coaching and some case studies 
     

 

                       

  >>>> This page is being moved to our new website: Coach Training School

 

 

 

 

 

 

 

 

 

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Executive Coaching Best Practice
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The Organizational Challenge:
  • Clients want to be assured that any coaching support employees receive is delivered by experts
  • Clients want on-demand wide range of comprehensive coaching interventions provided by specialist organizational coaches and at the same time, effectively manage their company's L & D budget
  • Clients want to be assured that the most appropriate type of developmental coaching for their people is being provided.

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. Coaching is change and change is a psychological process. Coaches and Coaching Program Managers have to understand, be confident and competent in the psychological aspects of coaching. To do so requires formal training. 

  -Obtain Certification that is recognized worldwide

Contary to the myth, today there is not one coaching association or body that is recognized by any state or federal government around the world. 

BCI's 'industry focused' Certification is recognized by organizations around the world. 

BCI's Certification Course is recognized by many Government Accredited Professional Associations (as part of their Continuing Education professional development programs) responsible for the supervision and training of professionals working in areas such as the behavioral sciences, management and human resources (for example; the course is approved by the State Board of Behavioral Sciences, California).  

Our courses are by 'invitation only' and not open to all.

Our graduates realize the value in distancing themselves from the rest of the fuzzy marketplace

Our graduates strive to be the best they can and therefore demand the best education and support available to them.

We ensure our graduates already possess the personal skills sets and organizational acumen to succeed as a professional coach. 

Dr Skiffington's introductory level coaching textbooks form the basis of coach training modules in universities and training schools around the world. However, her own "hands-on", "how-to" courses are ten steps more advanced than her books. 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 each student so they can affectively apply it in their work.

Dr Skiffington is not only a respected educator but also one of the world's leading researchers and developers of proven coaching practices and models for developing individuals and organizations (corporate, executive, small business, educational and government). 

The real value in certification is most apparent when you are presenting your credentials to your clients. On the one hand, there are thousands of unsuitable persons who have being trained in an impersonal, assembly-line classroom or production-line internet training school/college/university by trainers or academicwho have never reached or practiced the levels of coaching they claim they can teach -compared to- the professionally committed individual who has been personally trained, mentored and certified 1-to-1 by a world renowned authority on organizational coaching, an acclaimed educator, coaching master and best-selling author on the subject matter.  

BCI's and Dr Skiffington's name and her reputation, as represented by her certification, are an invaluable aid to any coach seeking credibility and recognition as a highly trained competent practitioner.

            

 

    (4 Day Course plus follow-on support) 
  
- Copyright 2004. All rights reserved

For years, organizations have been asking for standards and criteria to help them distinguish practitioners who have proven they can produce effective results through a systematic, scientific, measurable process. Until the development of the Certificate of Applied Behavioral Coaching program, anyone could claim that they are "professionals" in organizational coaching. At the same time, internal and external practitioners have been asking for a credential that would provide them proven best practices with a behavioral scientific basis and help them assess their ability, better focus their professional development efforts, and recognize their capability. In response to this global need, the Behavioral Coaching Institute (BCI) designed a program through which qualified individuals can apply to receive the designation of Certified Master Coach (CMC)..

- Who developed the Standards and the requirements for Certification and,
- Have the Standards been validated?
.-The Behavioral Coaching Institute designs the course. The program is constantly upgraded according to world best practices recognized and used by a panel of some of the world's leading industry users and independent practitioners in consultation with the Behavioral Coaching Institute.

How can organizations benefit from the CMC designation?
.
-Many organizations are now using the Standards set by the Applied Behavioral Coaching Course as part of their criteria for the selection and development of their own specialist coaches as well as for the selection of outside contractors. Our Institute further assists organizations in their coaching project development and improvement and the training of managers in the employment of relevant coaching models as part of their leadership duties.

      - For Professionals: 
       Dr Skiffington understands there are a lot of professional and personal demands on your time.  For
       the last decade, our Institute has afforded busy professionals with a convenient/on-site and fast-tracked
       course-delivery method for obtaining the formal coaching structure and processes they specifically
       require for their  practice.  

Suitable for: -key external or internal members working with organizations -such as: HR Management; Senior Coaches; Coaching Program Sponsor; Key Stakeholders; Departmental Managers; Coaching Program Managers; OD Consultants; Performance Management Professionals; LD Professionals etc..

Location: conducted on-site at the participants offices (worldwide).

Participation and Cost: 1-to-1 (Dr Skiffington and the participant only) -$7,950 or Small Group (3-6 persons) -$3,950 per person (US Dollars = Worldwide, A$ = in Australia). Course fee covers travel and accommodation costs etc for Dr Skiffington. Organization provides venue.

Course Type: Customized -to meet your specific coaching program needs

What You Will Cover. 
The Master Coach Certification Training is not just a 4 day customized course...
- it is an ongoing learning experience. Graduates receive follow-on 1-to-1 mentoring and support as they apply in real-time the wealth of knowledge and the priceless toolkit of resources from the initial training event. Real learning, understanding and competency cannot be obtained in a classroom by the student but rather in the actual application of the acquired knowledge/information in his/her workplace. Mentoring further enhances the process of technical mastery.

At the commencement of the program, participants complete a Coaching Skills Profile feedback instrument that provides specific feedback on their coaching competencies, business and practice skills. Information related to this instrument is woven throughout the course including discussions to illustrate how an understanding of your strengths and challenges can be used to improve your session results.

How to locate the coaching areas/interventions of greatest need to your organization 
-and that you are best suited to work in:
 

In the real world of professional (full-time) organizational coaching there are no coaches "for all reasons or seasons", but rather coaches who are
specialist resource/change agents. This foundational course exercise provides the roadmap for the individualized/customized course. From this point on in the workshop, the student/s work with Dr Skiffington on the specific roadways -the knowledge transfer/learning needs (skills, practices, tools, techniques etc) that they require to be successful in the specific interventions/programs that they have chosen to specialize in.

Course participants are trained in Behavioral Coaching:
a) - the use and mastery of psychological-based tools and techniques that bring about genuine, lasting, measurable results and,
b) - the use of the latest, validated, behavioral science-practitioner models of practice that have been successfully applied in executive, business and personal coaching practice.

Acquire the latest market intelligence, such as: 

  • the misconceptions that many organizations have about coaching  -what coaching can and cannot deliver
  • why and who are the organizations/business sectors (locally and internationally) that are adopting coaching as a learning, change, leadership and management model
  • analysis of the latest statistical reports on organizational coaching outcomes
  • how successful organizations are integrating coaching into their existing professional development program
  • company case studies -what works and what doesn't

How to measure your organization's 'Coaching Readiness' and create customized individual and team coaching strategies according to individual, management, departmental and organizational readiness. Chief Financial Officers, HR Directors and Coaching Program Managers need to know the developmental effectiveness of individual and team coaching and how that ties into ROI. They also want to know how to track, maintain, and improve the coaching programs.

Best practice in Client-Centered Management: How to establish quality improvement and outcome management "best practices". Includes the eight stages of establishing CCM.

  APPLIED LEARNING: we stress experiential, hands-on, applied learning. 
     We believe you must use the skills to own them

  .-
Role-Playing
    From Knowing to Doing:
    How to Implement!
.-With the course material resources and the guidance of Dr Skiffington participants learn how to build their own coaching practice and develop programs that specifically relate to their working environment. Exercises and role-play situations are also tailored to simulate the participants' particular workplace needs.

First, identify the right techniques. Secondly, engage in a suite of role plays (relevant to your working environment) throughout the "hands-on" course applying the skills learned to increase the success of organizational interventions and to create breakthrough thinking and actions..

Role-playing with Dr Skiffington means the student is able to build correct habit patterns in a private environment, followed by individual supportive critique through rehearsal. Suzanne also "models" various role-play scenarios. By working directly with Suzanne in a personalized environment the student is able to learn how to: implement the specific behavioral skills and techniques they require to master and, use the language of organizational coaching at a "real-world", professional best-practice level.

If Coach Program Managers are to successfully manage coaching initiatives and the coaches that conduct them they require the knowledge of:

  • how to identify and work with a professional coach
  • coaching program protocols
  • what system of reporting and management is best suited for the program
  • what reliable and suitable measurement outcome tools are best suited for the program
  • what are the latest validated coaching techniques that can be used
  • how to select the right short-term dynamic model or long-term model of coaching to suit the appropriate intervention
  • what are the various business applications where coaching is been used successfully
  • how to select the right coaching program in line with your organization's vision, values, beliefs and mission-critical activities etc
  • the steps to managing a successful coaching program capable of producing accountable, measurable, bottom-line results
  • how to use coaching skills diagnostic tools
How We Think Behavior Results:
-The Behavioral Coaching Model - How to to look below the surface

Discover the primary causes that limit people: what are the key behavioral patterns and beliefs that affect an individual’s professional and personal drive, development and dynamics, how they are triggered and how they contribute to individual, team and organizational issues and undermine desired results.

 

The Behavioral Coaching (B.C.) model of practice allows its users to look beyond symptoms and appearances to the fundamental issues. The associated tools provide proven leverage towards achieving a persons ability to change, learn and fulfill their potential and goals.

 

Only 15% of the totality of an iceberg is visible above the water. Yet it is driven by what takes place below the surface, where 85% of the iceberg is susceptible to different forces.

 

In our daily environment, only 15% of the forces that drive people, projects and situations are typically accessible to us. If we don’t have the behavioral model and tools to actively search for that invisible 85%, we end up managing symptoms, generating stagnation or unintentional damaging consequences.

 

The B.C. methodology teaches participants to explore the 85% and gives levers for sustainable, measurable progress. 

Coaching Models and Types of coaching:

In order to obtain a successful outcome for a specific coaching intervention, it is critical to have a range of proven models, tools and techniques from which to choose. The most popular models and types of coaching are critically reviewed. Course participants are then able to evaluate and select industry-proven platforms that are suitable to the types of programs they are/will be conducting.

Coaching Best Practice:
-Best World Practice, Best Industry Practice, Best Practice Assessment. 

Case-study analysis: -best-practice coaching initiatives conducted by the top industry leaders and practitioners are analyzed. What do they do that sets them apart? How do they deliver the results? What impact has it had on their people and business performance? How do they stay on the "learning edge"? "How to apply the practices that best apply to you." 

The Seven-Step Coaching Process: 
.Step 1. Education: How to establish the information platform from which to launch a coaching program.
  Step 2. Data Collection: Coaching Needs Analysis and establishing the programs objectives. Includes how to assess 
              behavior and performance 'pre', 'during' and 'post' development.
  Step 3. Planning: How to target relevant specific, observable, measurable behaviors. Goal setting. Action Planning.
  Step 4. Behavioral Change: How to select the appropriate behavioral change techniques, learning model, self-monitoring 
              strategy etc
  Step 5. Measurement: How to select the appropriate behavioral analysis, measurement techniques, data collection and 
              analysis tools etc..
  Step 6. Evaluation: How to establish a suitable framework for evaluation ( ROI, ROE), how to evaluate intangibles (soft 

             skills), create a report card, report to the client etc
  Step 7. Maintenance: How to establish a self-coaching and support program

Also learn how to use various tools, such as:

  • How to use various 'world best-practice'
    - seminal Models of Coaching with a psychological basis
    - Behavioral Coaching Model -a four stage model with a psychological basis
    - other methodologies 
    - proven validated behavioral change tools and techniques,
    - behavioral assessment instruments and follow-on data interpretation,
    - measurements of behavior and maintenance of behavior change,
    - outcome/results measurement tools, 
    - team coaching diagnostic materials
    - coaching skills diagnostic tools to assess skill sets via self, peers and with 
          facilitator 
    - business practice management tools, 
    - business processing forms and reports, 
    - marketing guide sheets, 
    - a range of relevant coaching case histories (organizations and individuals). Each 
          describes the background to the methods used, the rationale, results achieved and 
          lessons learnt.
    - resource materials such as: best practice case studies, coaches' program reports
         
    articles, papers, essays from around the world 
    - reference guides, study materials and resource listings etc supplied as part of the 
          course
    -Coaching practice worksheets, checklists, forms

Sessional and Workshop Design and Delivery 
A Coach's expertise must include the ability to plan and design an effective process for meeting business objectives, balancing creativity, participation, efficiency and ownership. This critical phase will ensure that you design effective and stimulating coaching sessions. 

Learn how to measure the results of coaching:

Organizations want to see a scorecard - the measurable results that coaching has brought to their organization. Organizational/Executive coaches are now required to statistically prove the measurable value and return on their coaching initiatives. Organizations need to know how they can best obtain tangible measures of the impact of coaching, statistical proof of change and what should be measured and how. This customized program provides the necessary validated tools for measuring coaching outcomes.

Learn how to:

  • select the right ROI scorecard (the measurable results that your program is generating) to best measure a specific intervention.

  • use the appropriate outcome/results measurement tools and interpret the personal profile assessment and ongoing program data your coaches should be providing

Learn how to measure Coaching Effectiveness over the long term: 
The key decision makers and the Coaching Program Manager (CPM) need a coaching suitability and performance assessment of the coaches they assign to specific interventions. The CPM needs to know the attitudes, behaviors, and processes that are typical of the most effective coaches for the type of coaching programs that they are managing. CPM's also need to know, on a program by program basis, what is the preferred and most effective model and style for coaching and for being coached.

As a coach -obtain material content to use in your own coaching sessions such as:
1. latest case studies on the various types of coaching
2. statistical  analysis of coaching outcomes from organizations around the world
3. best practice coaching reports from successful Master Coaches and,
4. how to set-up a training program for managers (eg: 'Managers as Coach' and 'Coaching Program Management') 
    -so managers can successfully implement and oversee coaching programs
5. how to establish and manage a successful sales or performance program
6. - Learn how to conduct instructional 'introductory' seminars, workshops and follow-on focus group meetings with the vested parties to discuss what they have learnt and how it can apply to them. Obtain invaluable content material required to educate your management and key personnel so they can make a qualified, informed decision as to what type of coaching program is best suited to their short and long term needs. 
... plus more

   

Obtain Extensive Tailored Course Materials
   (several hundred pages)  -such as
: 
 
- Course Practice Manual,  
 
- Resource Manual and 
 
- Master Coach Toolkit 

Our select students obtain a set of comprehensive resource manuals that is meant to be used as an ongoing learning program/library of information beyond the course. 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 leading organizational coaching practitioners who work with Dr Skiffington. Graduates can customize and re-brand these valuable tools, techniques and templates to build a solid 'world best-standard' structure for their own coaching program. 

  A full comprehensive, tailored Workshop Manual is provided to all graduates.

 
A Resource Manual -containing industry case studies, articles, reports, references and assessment sources etc  

 
Coaching Support System: Assembling a Coaching Tool Kit:
 -
designing a personal and generative developmental path for continued learning.

An invaluable/priceless Coaching Toolkit (on disc) containing free coaching forms, reports, assessment instruments (see below) and other coaching materials and resources which the client/graduate can rebrand and personalize is provided.  The cost of the instruments alone would be at least $3000 in total. These invaluable workplace tools are now included, at no extra cost, in the course. Graduates are also encouraged to customize their own coaching toolkit of various best practice structures for legal guidelines, coaching aids, designing agreements, and referencing professional ethics and industry standards. 

These unique Practice Manuals have been compiled by Dr. Skiffington, her students and associates over several years of international research and practice. Some contents include:.....

  • The trade secrets on how to achieve sustained behavioral change.
  • Various Processing Tools
  • Coaching Technique styles
  • Dialoguing Tools
  • Unblocking a coachee's self-limitations, fixed thinking and distortion patterns
  • Case histories and remedies
  • and lots more

    A coach's knowledge of quality, proven coaching processes and tools is critical to the success of any coaching outcome. During the course you will also learn how to: 
    - use and select the right validated instruments in your coaching practice
    - understand the principles of validity and reliability
    - determine which instruments you will and won't add to your own tool kit, and be taught
    - the uses, benefits and timing of various instruments
Some of the Coaching Tools/Assessment Questionnaires
-available on disc which the graduate can re-brand for their own use include: .................
                       A Structured Interview - a comprehensive assessment for executive coaching
                       Leadership profile: self-awareness, interpersonal skills, thinking skills
                       A personality profile
                       A vision/mission profile
                       A work/life balance profile
                       A learning profile
                       A biographical profile
                       A values profile
                       A mini-360-degree competence profile
                       A job analysis profile
                       A work performance profile
                       A team member's profile
                       Assessing for change                       
                      
A business owner's profile - work/life balance
                       A life balance profile
                       A self-assessment profile for the coach

  PLUS -NOW AVAILABLE TO GRADUATES ONLY:
.- 'Manager/Leader as Coach' -Workshop Training /Course Manual
.
-Licensed users are able to re-brand the course (contains over 20 extensive modules) with their own name and re-format the material to create short seminars or workshops or longer certificate courses etc. Strictly Limited for use by graduates of Dr Skiffington's Master Coach course...read more..

Curriculum Notes
Only validated, behavioral scientific models, accelerated behavioural change techniques, competencies and behaviours identified in robust studies by leading academics are ever mentioned or used in our courses. Other coach training courses may use other models or derivatives of: ‘NLP’, the GROW model, counselling or other well-intentioned approaches -however, on what verifiable evidence is their model, practice and philosophy of coaching based? - Read more..

Workshop/Course Customization and Frequency:
As our courses are customized to meet defined needs, organizations benefit from the ability to have key managers/personnel undergo the same time-critical education at the same time. Courses address the immediate issues of need/interest to your executives and managers, focus on real-life examples from your company and build bonds throughout your organization. Workshops can further be tailored to occur over time to keep pace with your coaching program's roll-out and with changing issues etc. Customized courses focusing on specific issues and objectives have proven to generate greater company-wide impact and are more cost-effective. 

Keeping the momentum and keeping pace with current world-best standard:
At BCI our preference is to establish an ongoing working relationship with our select business partners. Our clients want an ongoing commitment and support from us to ensure their programs' success. That's why we also provide a suite of customized workshops focusing on: a) the 3 stages of a coaching programs roll-out - Design, Implementation and Management and/or b) an existing coaching program review and subsequent modification/up-dates.

. -Upon completion of the Program with Dr Skiffington - all invited participants are presented with a Certificate of Applied Behavioral Coaching. Graduates who also undertake follow-on mentoring with Dr Skiffington (best-selling author on organizational coaching and recognized as the world's leading professional coach educator and authority on behavioral coaching) are also awarded the designation of a Certified Master Coach™ (C.M.C)
..

Post Course Support: 
- Mentoring Program
.-Professional Support:
The importance of professional support has long been recognized by leading professional representative bodies and organizations around the world. Many Fortune 500 clients now require their coaches (internal or external) to show that they are engaged in a mentoring program as part of good practice
.

The follow-on course mentoring program ensures ongoing learning, the successful application in "real-time" of what has been learnt, and provides a means to resource further specialist knowledge on a "need-to" basis. This important, but optional, follow-on support service is personally provided by Dr. Skiffington (via telephone) and can involve multiple levels of agreed upon assistance and guidance such as: guidance on various case issues, coaching program development, reference to resources you may require regards a specific coaching intervention etc. This vitally important service/mentorship provided by Suzanne ensures her long term commitment to your success. 

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

Medium and Frequency: 
The mentoring program is conducted via telephone (for up to 60 minutes or so) and by appointment -the graduate emails Dr Skifington's office and establishes a mutually convenient appointment time. Dr Skiffington makes the calls. Frequency varies according to graduates need. Note: As Dr Skiffington's time is booked three to four months ahead -mentoring is booked and paid for as part of course enrollment.

- 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 see above to page:
'Project Support' tab)

"BCI have conducted over several hundred coaching seminars and workshops worldwide and are the world's leading educators and practitioners in their field" - Asian Daily News

"An excellent course. Having the flexibility to explore specific units or direct towards personal needs is a major advantage." - J. Shinn. General Manager Vodafone
 
                                                                                                       .

>>

Interested in hosting a Qualification Course for your organization? 
.   . -Bring 'World-best standard' Coaching into your company

        "Knowledge of validated, state of the art coaching technologies and
          their potential for your business will ensure that you have decisive
         competitive advantages
."
-M. Ramsey. Wilkinson Group


Tailored In-House Courses: 
We can develop coaching educational seminars, coach training courses and tailor existing courses to the needs of any group or corporate entity. See: the In-House coaching format option on our online 'Registration of Interest Form' -to set-up a time to chat with us.  

Project Support:
Let's face it. Running your own coaching programs can sometimes be unnerving. It's comforting to have the support of someone who has guided other organizations, similiar to your own, through the same problems, concerns, issues and the same opportunities…. 

- For organizations who simply want to build a 'best industry-standard' coaching program and have their key people trained to deliver accountable, measurable results. See: the In-House coaching format option on our online 'Registration of Interest Form' -to set-up a time to chat with us.  



Send on your request today for
details on: In-House


Registration of Interest Form

 

Copyright 2004, Behavioral Coaching Institute. All Rights Reserved.
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