Cont:

  Contents: Behaviour Coaching, business coaching, behavioural based coaching, leadership coaching, organizational coaching, behaviour coaching, executive coaching, psychology, coaching tools and techniques, corporate behavioural change and coaching, business coach, behavioural based coaching and the behaviour coach, behaviour change and coaching, executive coaching, behavioural-based coaching, business coaching, psychology, behavioural coaching tools and techniques, corporate behaviour coaching, business coach, behavioural coaching
 

Workplace Behavioural based Coaching
Copyright © 2005, Behavioural Coaching Institute. All Rights Reserved.
What Do We Mean by Behaviour or Behavioural based Executive Coaching?

The rapid acquisition of lasting personal skills and learning acquisition is an essential challenge facing all organizations. Training alone cannot ensure competence. It simply comes down to changing a person's behavioural patterns—what people do and don’t do to make the acquisition of each new skill a reality. 

The Role of Behaviour based Executive Coaching
 One way to think about the role of behaviour in an organization is to consider these three interlocked factors for an enterprise’s success: strategy, process and behaviour.

The 3 elements for achieving superior and sustainable business results:  (Strategy + Process + Behaviour)

Strategy -sets the direction for the enterprise—where it’s going and why.
Work processes -organize the work toward strategic objectives. 
Behaviour -is the enabler of both strategy and process. It is people’s behaviour—what they say and do—that is either aligned or mis-aligned with strategy and process.

"Personal Skills" rather than "Behaviour".
To talk about 'behaviour' sounds threatening to many people, as in "Let's talk about your behaviour." Clearly then, this is not the approach used by certified, well-trained professional coaches. When we discuss the human dynamics of change and learning, aspects linked to psychology such as; 'attitude,' 'emotion,' 'beliefs,' 'values,' motivation,' and 'self-esteem' are readily quoted. Such personal factors are only assessed and measured when they are defined according to observable behaviour. 

Behaviour-based Executive coaching has its foundation in the objective and reliable science of psychology.
The applied behavioural sciences (ABS) provide a method for understanding and addressing the critical behavioural side of coaching. ABS is based on more than half a century of research. It provides us with a rigorous way to approach the people side of the change process and tells us we can understand and successfully work with behaviour if we analyze the factors that influence the behaviour.

The principles and procedures of behaviour-based Executive Coaching have been developed and verified through a combination of many years of rigorous evidence-based psychological principles fused with proven management, leadership and organizational change principles and practice. If a particular behaviour-based coaching program doesn't work, the problem is not with the principles. It's how the principles are being translated to suit a particular work culture.

Some definitions:
- An Organization  -consists of a collective of disparate people (fluid software) and innate resources (hardware) organized towards producing a measurable end result.
- People (the software) -are fluid individuals with different patterns of behaviour (thinking and doing).
- Behaviour-based Coaching Program  (a leadership style and people development platform) -is used by the organization's leaders, managers and specialist practitioners to affect positive, sustainable results.

Developing a Behavioural-Based Coaching Plan can provide a relatively quick and cost-effective increase in individual and organizational productivity and well-being. Using industry-proven behaviour based coaching models, coaches can develop a Behavioural Coaching Plan to assist people to develop competence by identifying the key aspects such as; beliefs, values, attitudes, heuristics, mental processes and physical activities etc -that characterize expertise.

The first step is to recognize that developing a behavioural-based coaching program depends on both the rigor with which the methodology is used and the rigor with which the necessary behaviours are identified and addressed.

In SUMMARY:
 Behaviour based Coaching is a scientific approach whereby professional practice is capable of being justified in terms of sound evidence based upon a process of methodical clinical and industry research, evaluation, and the utilisation of up-to-date systematic research findings to support decisions about practice. Behaviour based coaching is a way of distinguishing professional coaching practice grounded in proven science versus the simplistic, unproven coaching approach popularized by the many coaching associations and coach training providers engaged in mass-marketing to a primarily uneducated marketplace.

Workplace coaches operate in a very high degree of isolation. Research has shown that coaches who work primarily alone and do not acquire proven behaviour based coaching knowledge -tend to: invent things as they go along and rely on books and articles (which frequently results in greater myth and confusion than improved clarity of knowledge). 

Some notes on Belief based Coaching / Traditional Coaching:
Belief based coaching is the common and traditional form of coaching. Its guidelines for practices are usually a mix of personal experiences, some basic education about training and professional development, selected incomplete knowledge of best-practice coaching practices, and a self-belief in the practitioner’s coaching approach. Any changes in coaching practices usually only occur through a process of self-selection.

The accumulated knowledge of belief-based coaching is subjective, biased, unstructured, and mostly lacking in accountability. Belief-based coaching also includes pseudo-scientific coaching. There are an alarming growing number of pseudo-scientists (versus qualified behavioural scientists) in the coaching industry who are training business coaches. These coaching providers attempt to give the impression of scientific knowledge and utilize fuzzy, unproven coaching processes mislabelled as behavioural coaching. Invariably their knowledge is incomplete and inaccurate resulting in false/erroneous postulations.

Today, belief-based coaching is the foundation of most organizational coaching programs. Many organizations are still not learning organizations, are isolated and resist any contrary evidence that might challenge their beliefs and traditional HR or Learning practices/standards. Many coaching practitioners either are unaware of their level of practice or simply do not want to hear that they require more advanced coach training.

Today's workplace coach needs, more than ever, to be taught how to establish which thoughts and feelings are affecting performance and behaviour. Coaches also need to know how to work with people’s thinking processes and how to challenge them effectively. This can be a particularly difficult area for many coaches. Additionally business and executive coaches need to be able manage the issue of resistance to change and how to understand defence mechanisms.

 

The Bottom-line:
Unleashing the full power of an organization starts with the individual. With behavioural-based coaching the individual can be shown how to self-manage himself or herself and significantly up-grade his or her personal and professional skill sets, feel balanced, alert, in control and powerful and be able to make the greatest contribution to the organization. The empowered individual acts and not reacts, thinks creatively, works well under pressure, makes good decisions and communicates clearly. Leadership qualities also emerge. When an organization's people move into a zone of optimum, sustainable best performance, so does the organization.

The key to success in any coaching initiative is the selection of the appropriate behavioural based change model to fit the client's specific needs. Many vital behavioral / psychological-based change models and tools a professional coach requires are only available in the world's top-rated business / executive coach training course (ICAA Survey 2020) See: -Behavioral Coaching Institute's award-winning, invitational, fast-tracked, Certified Master Coach and Diploma coach training courses. The Institute's advanced coach training courses meets the critical needs for business and executive coaches to be trained in the use of validated, reliable behavioral -based tools and techniques.
 


 DIPLOMA in EXECUTIVE COACHING
     - receive "Dip Exec C." Letters after your name!

DIPLOMA in HIGH PERFORMANCE BEHAVIORAL COACHING
 - receive "Dip HPBC." Letters after your name!

 

 
       Latest Relevant Articles:
       Validated Coaching Models, Tools and Techniques

- Coaching Credentialing issues ..more

 - Dr Skiffington's Master Coach Course -Content .. more

 

Copyright ©  Behavioral Coaching Institute. All Rights Reserved.
 Note: This coaching articles remain under copyright of the respective publisher and are for reference only and
          cannot be copied or reproduced. 
Home | Faculty | Coaching Certification | Coaching Courses Content  | Registration of Interest Form | Coaching Books etc | Coaching Tools

    Contents: Behaviour Coaching, business coaching, behavioural based coaching, leadership coaching, organizational coaching, behaviour coaching, executive coaching, psychology, coaching tools and techniques, corporate behavioural change and coaching, business coach, behavioural based coaching and the behaviour coach, behaviour change and coaching, executive coaching, behavioural-based coaching, business coaching, psychology, behavioural coaching tools and techniques, corporate behaviour coaching, business coach, behavioural coaching