Learn how to achieve rapid,
breakthrough behavior change.
Using latest Applied Behavioral
Science.
SIMPLIFIED ACTION STEPS!!
Easy-to-learn, easy-to-use behavior
change models.
Helping
all people be the best they can be!
FAST-TRACKED, MASTERS LEVEL LEARNING!!
Executive Workplace Coaching
-
receive
"M.C.C." Letters after your name!
Emotion Focus
-
receive
"M.C.C EmC." Letters after your name!
"One
of the reasons I applied for
a tailored-made, in-house course (via
videoconference) was
to decide if the behavioral coaching
course and tools would best benefit my
organization's leadership development
needs and, if so, what I would specifically
need to successfully roll it out. During the detailed course and
the follow-up phone conversations, the
Institute's
expert faculty helped my new coaches
and I find all the right behavioral
change and logistical answers.
Today, the
results of our in-house, behavior-based coaching programs
are far better than we dared hope
for. Thanks BCI” -
Justine Prentice, HR Manager, ICI
International
"Our
pilot, 2 year old executive coaching
program was producing enough
positive results to encourage us to
go to the next step and seek out Dr
Perry Zeus's Coach Training School.
My key staff completed BCI's behavior coaching courses and within 6 months
we were producing industry
best-standard results.”
- M Levinthal, L&D Director,
Harrods
“As
a high level Behavior Coaching Course, I found
this course to be head-and-shoulders
above the rest. There is
no question that the ROI of this time
spent will be exceptional.
Great
job Perry!” -
Dr T. Thomas Senior
Manager. Daimler Chrysler
-Services
Academy
.
Only
behavioral change is real change.
-The need to create
sustainable behaviours
"The purpose of coaching is to
produce behavioral change and growth in the
coachee for the economic benefit
of the client." - Harvard
Business Report
"Nothing
changes unless behavior changes." Participants
inthe Institute's Master Coach Course,
conducted via our Coaching School, learn how to identify and work
with aspects of the different types of
behavior:- organizational, personal,
leadership, political, InterGroup and Group
behavior.
The
rapid acquisition of lasting personal skills
and learning acquisition is an essential
challenge facing most organizations. Neither
motivation or training alone can ensure
competence. It simply comes down to changing
a person's key behavioral patterns—what people
do and don’t do to make the acquisition
of each new skill a reality.
The
Role of Behavior and Organizational Success One
way to think about the role of behavior in an
organization is to consider these three
interlocked factors for an enterprise’s
success: strategy, process and behavior:
Strategy
-sets the direction for the enterprise—where
it’s going and why. Work
processes -organize the work
toward strategic objectives. Behavior-is
the enabler of both strategy and process. It
is people’s behavior—what they say and
do—that is either aligned or mis-aligned
with strategy and process.
Professional Development However,
altering some well-established behaviors can
be difficult. The advanced coaching approach used by
the Institute's Coaching School graduates is drawn
from a number of professional
disciplines such as: organizational and
developmental psychology, change management,
philosophy, consulting, adult learning, the
leadership and management fields etc).
Essentially, coaching is concerned with
behavioural change and how it drives
outcomes. Our graduate Master Coaches look
at how thoughts affect feelings ultimately
affect behavior and performance.
Outer
behavior (physiology) can be directly
observed. Eliciting inner behavior requires
expert data collection, assessment/interviews.
Inner behavior includes thinking processes,
values, beliefs, attitudes etc which can
be synthesized into models of competence.
Behavioral-based
coaching uses validated behavioral change
models and techniques to achieve a profound
change in 'inner' shifts in
people's behaviors and aspirations with
flow-on 'outer' shifts in processes,
practices and results. In profound
behavioral change there is a
sustainable, measurable productive outcome.
External
Practitioner Coaching Needs:
If
you wish to receive industry recognized
credentials and practice 'world-best'standard
professional organizational (corporate, executive,
government, not-for-profit etc ) coaching and
learn how to establish a successful coaching
career (in-house or external practice)
--delivered via a Very Small Group course
format (via In-House or one of our Public
courses) with your professional peers -see our
Coach Training School
-read
more
Organizational Coaching
Needs: (delivered via e-learning, on-site in your offices or
at one of our regional campuses)
I
am a coach, manager/leader and want to
develop and formalize my coaching skills
and knowledge etc. -by participating in one
of your regional Small Group, Peer Master
Coach 4 Day Course
I
require best practice coaching
methodology and validated scientific
coaching tools, techniques and processes
etc.
I
require my coaching team obtain
formal credentials and be provided a
standard, accountable coaching
methodology/platform and validated tools
to operate with etc. -as such, I
require a customized 3 Day version of
your Master Coach Course to be delivered
on-site to my team
I
am a leader for a new coaching initiative
and require support re: the design,
building and management of successful
coaching programs
I
am responsible for deploying coaching in
my organization and require expert back-up
and support
I
require a customized coaching course
delivering specialist knowledge and
practices that I can license and have
my own facilitators trained to deliver the
program in-house
Other
-Send in our online
'Registration of Interest'
Form/email. We would be happy to talk through
your situation and
recommend the best solutions
and resources.
-
The Behavioral Coaching Institute
- RESOURCES
& EDUCATION -
- BCI is a private research and educational institution
in workplace coaching methodology and
best-practices
- BCI provides global leadership
in the development of knowledge, technology,
processes and standards for the practice of
the organizational coaching profession
throughout the world. Respected
behavioral scientists and authorities in the
worldwide coaching industry, the Institute's
expert faculty are also renowned for both
their research and
educational work in coaching in the
workplace.
The
Behavioral Coaching Institute is recognized
as the world's leading
specialist
developer of 'world-best' standard coaching
technology with a behavioral-science
foundation. The global Institute
researches, develops and supplies coaching
tools and techniques, professional practice
protocols and guidelines, text books,
articles and provides critical
professional support services such as: certified
coaching skill courses and follow-on
mentoring, program development and the
partnering with graduates in the provision
of educational services.
Note:
Our Institute is approved to
offer continuing education as required by
the State of California, Board of Behavioral
Sciences(Provider
#PCE 2864)
.
-The
Graduate School of Master Coaches
-BCI's
elite coach training
and credentialing
school is for
select, qualified individual and
organizational clients.
The Behavioral Coaching
Institute's elite coach training school is
recognized as the world leader in teaching
advanced, evidence-based workplace coaching
methodology and best-practices. Dr
Skiffington, as the Institute's Founding Director of
Education, personally supervised the
School's expert faculty members who today deliver customized,
'world-best standard' coach training courses
around the world. >
read
more..
-
The
Center for Applied Behavioral Coaching
(a
non-for-profit research organization)
-As
the Center's
senior officer, Perry
Zeus personally supervises an
international team of leading
coaching educators and practitioners engaged
in ongoing research and development.
.....
...
Have
you got the right roadmap?
:
No
matter how much we “thrive on chaos” and
jump “into the vortex,” new
habits/learning/behavior take time to
develop. Every person changes at their
own rate and we can't speed that up. The
world around us is changing faster than
ever, but people are not. Clearly, we are in
need of an adaptive, personalized change and
growth model which can deliver ongoing,
real, sustainable results to build our
personal/professional and corporate futures
upon.
-
By sourcing
a wealth of world best standard practices
and information as successfully used by some of the world's
leading coaching practitioners who work
with the Institute's Faculty -you can ensure you are
on the proven path to coaching success..
. ...Make
your investment in your people work for
you..
Many
organizations are unaware that they are using
outdated coaching models that simply
don't work or provide little of no
sustainable return. Typically these users
are unwittingly employing simplistic,
unproven performance/counseling models of
change and learning that have been re-labeled as coaching.
These outdated models characteristically use
rudimentary personality profiling,
questioning and listening techniques,
feedback and goal setting/action
planning. Today's proven coaching
technology also recognizes that learning and
change is different for each person. When
organizations fail to use
unique/personalized, behavioral based, coaching assessment
and developmental tools and
techniques they miss out on a whole
class of benefits and end up with
problems or little return.
Three
critical abilities the organizational/corporate/business
coach requires to create a successful
development
plan for an
executive are:
1) the ability to locate, assess and measure the
appropriate behavioral aspects impacting
upon a
personal/professional (learning or
development) change initiative or the
performance of a specific
professional
skill set to be enhanced,
2) the ability to translate behavioral feedback into an
action plan, and
3) the ability to determine the relationship between
the personal behavior of the individual and the organizational
and business
context in which the
executive operates.
The
right coaching technology can and should
be a competitive trump card (for your
private practice or organization),
delivering clear value as it
solves actual business problems and/or fosters
ongoing, measurable personal and professional
development in people. Organizations
should not undermine
the training dollars already spent and
expose their key people to ill-trained
coaching practitioners or ill-conceived,
badly designed
coaching programs.
"BCI
provides you insights and knowledge you can't get anywhere else. It
supplies you with the benefits of strategic thinking, industry analysis and
market data derived from its world-wide coaching work and research with some
the world's leading companies, higher learning institutions and business
makers." -Asia
Business Online
"..BCI impressed me highly
through its professional research, briefings and variety of
critical information."
-
Joseph Norman, President, The
Norman Consultancy Group
Harvard Management Update
Coaching
Myths
Timothy Butler, Director of Harvard
Business School
"Coaches, like all businesspeople, need to
have a grasp of psychology, such as what
motivates people, what are their values etc.
Coaching is not mechanical. It brings to bear
[the coach’s] knowledge of business, politics—how
things work—and psychology. People who fail at
coaching assignments typically...have a program,
a formula approach. [They say,] ‘ We’re going to give you all this feedback, your going
to set some goals and then you’re going
to be a changed man or woman.’ It doesn’t
happen because it’s not personal enough. It’s
not deep enough..
But
you don’t have to have a degree in psychiatry
to be good coach. You just have to take an open-minded, scientific approach and
be trained by a credentialed practitioner
and educator (coach trainer) in how to master
and deliver the appropriate, validated
psychological based behavioral change coaching techniques and
tools that will provide the genuine,
measurable, personal and professional lasting
outcomes you have set out to achieve with
your coachee/s.
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.
Employ
Scientifically-Based Practices:
The demand for
research-proven practice affects all coaches
and has become a focal point for industry
discussions concerning coach certification
standards, coach standards of practice and the
measurement of coaching outcome results.
"I
think the great thing about the Insitute'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 behavioral 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 and Perry Zeus, integrates the
most advanced research on adult development and
human systems theory into an elegantly simple
and highly effective validated coaching process..."
-ICAA
-Center for International Education -Report.
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 Institute's
Course participants
are trained in the use of behavioral
science-practitioner models that are being
easily and successfully applied in
executive, business and personal coaching
practices. This unique, accelerated learning
program provides qualified students with
a solid working application in the use of
fundamental and advanced applied coaching skills
and business practice.
NOTHING
CHANGES UNLESS BEHAVIOR CHANGES
-
Some differences between Behavioral Coaching
and "traditional coaching":
Behavioral coaching
goes well beyond the
"accountability" model, which
basically involves goals setting, action
planning and relying on coachees' commitment
and motivation to move forward. Instead, it
employs validated behavioral change
techniques to insure that goals are achieved
and changes sustained. These include
strategies to assess and manage thoughts,
feelings and behaviors.
Behavioral
Coaching clearly differs from outdated,
deficit-based models of coaching, that
situate coaching in a performance
counselling paradigm. It is not a
manipulative technique to increase
performance and productivity.
Traditional
coaching models typically focus on extrinsic
motivational factors, such as demands of the
workplace and performance rewards.
Behavioral coaching explores the
individual's values and works on the premise
that real motivation and change are situated
in the individual's intrinsic motivation.
Traditional
coaching models pay little attention to
unconscious forces within the individual and
the organization. Behavioral coaching
highlights the importance of unconscious
elements and offers guidelines for coaches
to explore and work with resistance and
psychological defense mechanisms.
Unlike many
traditional coaching models, behavioral
coaching does not explain an individual's
behavior purely in relation to her or his
personality profile. Instead, it recognizes
and assesses environmental factors such as
culture, values and organizational and team
dynamics. Behavioral coaching acknowledges
that organizations are socially constructed
and it provides guidelines for coaches to
explore culture and to recognize and manage
forces of resistance. Read
more..
SUMMARY:
-The Behavioral Coaching Model is a basic,
validated platform of practice informed by
the behavioral sciences as regards the laws
of change and learning and incorporates best
practices from a range of disciplines. The seven
step process (client education, data
collection, planning, behavioral change,
measurement, evaluation and maintenance),
the four different stages of change in the
coaching process and the five forms of
coaching (coaching education, skills
coaching, rehearsal coaching, performance
coaching and self-coaching) form the basis
of the model. This flexible, easily learnt
model is then tailored by the coach to fit
the specific needs of the coachee.
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.
One of
the core values of our Institute is
Partnership, which is the description of the
nature of our relationship with our Master
Coach graduates. We train our graduates
to become credentialed "behavioral change partners"
(with their clients) and in turn they expect
nothing less than a fully supportive Skills,
Practice and Business Development Partner
behind them.
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 mislabelled 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 fulfilment than on remedial
performance interventions.
The
core element of sustainable, measurable coaching outcomes is a
sound psychological base which sits at the intersection of clinical,
developmental 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.
"The
Behavioral Coaching Institute is universally acknowledged as
the world's leading authority on coaching
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, serve
as consultants to organizations and governments
worldwide -and can be advising a
Fortune 100 Coaching Program Manager in
Massachusetts and London in one week
and then next sharing the insights with you in
your CMC workshop the following week.
The
Institute'slong-standing
commitment to industry
research and our long-term involvement in
people development bringan immediacy and relevance to the
workshop. Innovative research, real-world
experience and effective personalized teaching
come together within a single, highly focused
learning process.. -> See: the
Institute's Faculty Expertise
and Experience
Unique,
Short
Masters-Level Courses tailored fitted
to meet your specific skill set and business
needs..
Note
:"BCI's
advanced short-courses contain more resources,
material and
knowledge transfer than any other long term
coach certification course"
- Center of International Education.-Survey
.................. Bottom
Line:
BCI's proven courses has been the
source for hundreds of organizations and
existing and new coaches
worldwide seeking a direct route to success. Our
exit poll of all graduates consistently show all
learning
needs are not only meet, but exceeded. -And, our
follow-up post-course polling confirms the high
success rate of all graduates in their practice. Of course, as with any
discipline, developing enduring coaching
skills takes
place over
time with practice.
Note: To be
eligible to apply for entry into the Master
Coach and Diploma certification courses, you must first meet
specific experience requirements.At the end of the day, BCI can
provide all the technical tools, techniques,
templates and guidance and support
necessary to achieve world best-standard
practice, but we can't provide the requisite
commitment that an
individual coaching practitioner or organization
requires to be successful. -That's also why our course
is not
open-to-all and why we employ a criteria of selection for enrolment.
-The
Institute's Graduate School conducts
fast-tracked, highly focused
Campus, Self Study and Distance Learning
Certified Coach Training Courses in behavioral
change:
-
Accelerated,
intensive, tailored course for
qualified individuals and organizations...
-
A 'Hands-On', customized Certified Course to acquire market
intelligence, professional analysis and insight, data,
organizational behavioral-based models, tools and resources for
private practitioners and organizations...
___________________________
-
for
qualified businesses
interested in licensing
BCI's level
one coach training
courses
in
their
region
-see: 'Licensing'
.
"Demand for executive coaching has been
booming as more company executives and small
business owners seek the service. Many
consulting and training firms state that
within the past year, the number of requests they
have received for executive coaching has
increased by 60 to 80 percent. A recent
study showed that coaching now accounts for
around 20 percent of their business, when
two years ago it was 5
percent...More executives are beginning to
request the service for themselves.. as the
negative connotation of coaching as a form
of punishment for poor performance is
replaced by the growing perception that
coaching can help an individual or group to
build sustainable professional and personal
skills, better learn, overcome challenges,
reach stretch goals and integrate leadership
training."
-US
Careers Journal.
.
Learn how to achieve rapid,
breakthrough behavior change.
-
The Behavioral Coaching Institute
..
Note:
Our Courses only
use practical, proven, psychological-based tools and
Note
:
