Grow Model versus Behavioral Coaching Techniques,

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Grow Model versus Evidence Based Approach to Business and Executive Coaching

-Grow Model vs Achieving Behavioral Change with validated Coaching Techniques -In the Workplace ©

(includes extracts from text book 'Behavioral Coaching' by Zeus and Skiffington -published and copyrighted by McGraw-Hill, New York)

Grow Model in the Workplace
-Business Coaching and Executive Coaching Models of Change

Changing behavior with the right coaching 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.

If people are truly the primary resource of an organization, then they must be developed and managed not unlike any other asset portfolio. As every individual has a unique resource portfolio of strengths and liabilities -coaches need to be trained how to optimize and realise the potential of that individual's assets, minimize the weaknesses and add lasting "value" to their overall personal and professional skills resources portfolio.

Today, it is imperative that coaches are trained to employ valid coaching techniques and processes to assist people through the process of self-awareness, self-understanding and skill building to achieve lasting, measurable behavior change, self-development and performance enhancement.

Outdated Grow Model and other simplistic "coaching techniques" used by life coaches ..
Only validated, behavioral scientific models, accelerated behavioral change coaching techniques, competencies and behaviors identified in robust studies by leading academics are ever mentioned or used in the Behavioral Coaching Institute's fast-tracked, Certified Master Coach course. Successful organizational coaching is not a suitable domain for employing outdated, un-scientific, unproven, simplistic: coaching techniques, coaching models, user-fits-all personality profiling, motivational dialogue etc

Outdated Coaching Models in the workplace..
Coaching models, if they are to achieve sustainable, measurable results must be designed and based upon robust psychological, definitive proven modeling and management principles together with the specific needs of real-world organizational clients.

The Coaching Model -the critical Road Map for coaches
In the professional coaches require two central coaching models to build their programs around -a Process Model and the Core Behavioral Model. In BCI's Master Coach course graduates are taught how to construct successful coaching programs by using the below proven coaching models:

1. The Process Model - The Behavioral Coaching Process Model differs significantly from traditional, simplistic and theoretical coaching approaches as it only uses validated, robust psychological, definitive modeling proven in the real-world workplace. This critical difference allows its users to achieve genuine, lasting, measurable change and growth. This model an industry-proven, process/structural 7-Step Model that describes the clear tasks that are undertaken

2. The Core Model - The Core Behavioral Aspects Model predicts behavioral/learning change by identifying the core behavioral aspects (thinking, beliefs, attitudes, values etc) that control the outcome. This differs significantly from traditional, simplistic coaching approaches as it only uses evidence-based behavioral change techniques and tools to provide behavioral feedback and a action plan.

Coaching in business was first documented in case studies by psychologists in the 1950's and 1960's. Yet clearly, coaching is not a form of psychotherapy but an amalgam of a number of professional disciplines (such as: organizational and developmental psychology, change management, philosophy, consulting, adult learning, the leadership and management fields etc). However, coaching has recognized that in order to achieve real behavioral change, it has to utilize scientific models which require professional guidelines and care in their use.

Valid and Reliable Coaching Techniques and Models
Any practicing business coach today who has failed to formally undertake appropriate coach training with a recognized licensed provider in the instruction and use of behavioral coaching techniques that have a psychological foundation, can inflict real confusion, pain or suffering on a client (individual and/or organization). The damage incurred can be both legally and financially disastrous for both the coach and the client.

The quality of training programs promoted by a wide range of coach training providers varies considerably. Most of these courses, contrary to their sales pitch, turn out to be just another introduction to coaching. Indeed, the Institute's Certified Master Coach course is designed specifically to meet the demands of business / executive coaches for best practice, easily applied, coach training that has a behavioral science foundation.

The Harvard Business School Journal recently warned companies about the perils of hiring unqualified executive coaches : "..This can have disastrous consequences for the company long term and can exacerbate the psychological damage to the person targeted for help...To best help their executives, companies need to draw on the expertise of executive coaches with legitimate skills."

The ability of a coach to translate behavioral feedback into an action plan is critical in creating an effective development plan for the executive. The coach must be able to also determine the relationship between personal behavior and the organizational and business context in which the executive operates.

All coaches do not have to be psychologists and nor are psychologists trained or necessarily suitable to become a coach. However, coaching is all about achieving behavioral change and change is a psychological process. A successful, professional, ethical 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 coaching techniques and validated psychological-based tools that bring about genuine, lasting, measurable results. To do so requires personalized training, supervision and mentoring by an appropriately qualified trainer (preferably an individual who is a university credentialed educator, licensed clinician/experienced psychologist and an experienced coaching practitioner). BCI's courses only use practical, proven, psychological-based methodology, tools and processes that are industry-focused and can be easily applied and learnt by participants who do not require any training in psychology.

Coaching Practitioners today are working in a more knowledgeable, demanding marketplace and realize the critical requirement for any business coach training and professional development course is the focus on psychologically-based methods of change. Coach training courses designed by a professionally qualified educator with psychological expertise is now a must -as this not only provides the necessary credentials and skill sets but also contributes to the coach’s learning and development -ensuring the coach is working within his or her personal and professional limits of competence.

The vital behavioral change models, practice protocols, techniques and assessment instruments a professional coach requires are only available to professional people developers / coaches who undertake the Behavioral Coaching Institute's fast-tracked Certified Master Coach Course (Self-Study, Campus or Distance Learning Format). The unique coach certification course meets the critical needs for business and executive coaches to be trained in the use of validated, reliable psychology-based tools and techniques. Read More >....

- Master Coach -Certification Course Content .. more >

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