Content: Leadership Coaching and leadership development coaching model and behavior change model, leadership development change models, future of coaching, coach techniques, executive coaching tools, coaching leaders, coaching, executive leadership development behavior models, , coaching professional development, future of leadership development coaching, coaching models and techniques, the leadership coaching  model, coaching leadership development  model, coaching, future of leadership coaching, professional development, leadership coaching, leadership development models, future of leadership development coaching tools, leadership development coaching and change, coaching leaders
 

                                    

       Certified Leadership Development -Master Coach Course - Notes: 
      The Future of Leadership Development -is a Behavioral Coaching Approach 
        -Leadership Development -Achieving Genuine Leadership Growth -with validated Coaching Models ©

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

Future of Leadership Coaching 
"People are our most important asset". For many years, this assertion has figured prominently in corporate Annual Reports and senior management speeches. But in reality, only a small fraction of firms behave accordingly. In the far greater number of organizations, employees are still treated as disposable variable cost items. Only through the pressure of competition in an increasingly globally-integrated, technologically-sophisticated, and knowledge-intensive economy is this homily gradually turning into an imperative.

 

Leadership Coaching / Development
 -Welcome to the 21st Century
Leadership competencies are changing as the competitive environment changes. The critical forces that are shaping leadership competencies are: globalization, information technology, the need for flexible organizations and teams as well as differing employee needs. The new global environment also brings with it greater ambiguity and uncertainty. Many, if not all, aspects of leadership will require a more collaborative approach to leadership. Today's model of effective leadership is a learning environment that unlocks the entire organization’s human asset potential.

 

The “Developing Business Leaders for 2010” Conference identified four essential roles for meeting the business challenges of the future, and the most important career derailers. The four essential roles for meeting future business challenges include the leader as a: change manager, master strategist, relationship/network builder and talent developer. The most important derailers in the future include a leader’s reluctance to tackle self development and other people development issues, the scrutiny of the character and integrity of leaders and a controlling leadership style. 

 

Breakdowns in traditional training and coaching occur with leader and manager behavior simply because these outdated learning vehicles cannot change habits, patterns and outcomes. Behavioral-Based Coaching is the only validated, leading-edge vehicle for leaders to enhance and apply their leadership knowledge and development, especially as it relates to achieving sustainable, enhanced results/outcomes. Some results also include: lowered destructive conflicts and a higher constructive challenge, more productive inclusive outcomes; increased openness and greater levels of creativity, problem-solving and intellectual curiosity.  

 

Leadership Coaching / Development
 -The language of business.
Behavioral-Based Coaching is also the only change and learning vehicle that can demonstrate a financial return on the dollars spent. By using validated, behavior-based change technology that has its basis in the behavioral sciences, Behavioral-Based Coaching is able to provide clear, statistical evidence of the resultant bottom-line value produced (return on investment, increase in business activity, production and profitability etc). 

Out-dated leadership
However, the countervailing forces inside most organizations against real change are still strong, especially those rooted in short-term financial imperatives, vested economic and power interests, and the persistence of obsolete ideologies. How firms manage and develop their people, their human resource management policies and practices is of increasing importance, tension and conflict. How these conflicting pressures affect the introduction of the behavioral-based coaching approach that can deliver certainty and long-term success into any organizations is of vital concern to all.

 

Leadership Coaching / Development
 -Today many leaders who hold organizational power and those close to the center of power tend to react ambivalently to the 21st century coaching movement that they may also support financially. This is explained by the fact that these senior leaders were trained using now out-dated leadership models that encouraged an individualistic, lone leader mindset and, subscribed to the popular belief that human beings are naturally egoistic and competitive. This individualistic mindset is still present in our collective organizational thinking and especially in that of many individuals presently holding positions of organizational power. HR, OD and L & D professionals and Coaches face this fundamental challenge of overcoming the ambivalence of those holding the power.

 

The key value conveyed by behavioral-based coaching is respect for others through a method of interaction that promotes real exchange. This genuine openness engenders not just a greater self-awareness and a greater awareness of others but, a more responsible use of power and acceptance of the principles of democracy in organizations and the world around us.

Many vital behavior / psychological-based assessment instruments and tools a leadership coach requires are only available to coaches trained and mentored by a facilitator who is also a licensed clinical psychologist. The Behavioral Coaching Institute's fast-tracked Certified Master Coach Course meets the critical needs for H.R., L & D and other professionals engaged in leadership development to be trained and mentored in the use of validated, reliable psychology-based global leadership models, templates, tools and techniques.

© Behavioral Coaching Institute                - Master Coach Course -for Executive / Leadership Development .. more

 

  

  

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