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.
When selecting the appropriate
coaching model to use professional coaches need to identiify two
central component platforms -a Process Construct and a
Core Behavioral/Learning Change Construct:
1.
The Process Construct 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.
2. The
Core Behavioral/Learning Change Construct predicts
behavioral / learning change by identifying the core
behavioral aspects (thinking, beliefs, attitudes, values
etc) that control the outcome. This vital construct
differs significantly from traditional, simplistic coaching
approaches as it only uses evidence-based behavior change
techniques and tools to provide behavioral feedback and a
action plan.
All
professional coaches need to be taught how to select
and use coaching models that include the above necessary
framework to achieve successful outcomes.
Some of the coaching models
explored in Dr Skiffington's advanced, 4 Day Master Coach
Course
include:
- several various seminal Models of Coaching with a
behavioral-science basis
-
the Behavioral
Coaching Model
-
how
to select the appropriate Leadership Development Coaching
Model
- a Three-stage Transformational Model
for deep organizational change
-
Change Models
for establishing a Coaching Culture in Organizations
-
Cross-Cultural /
Intercultural Global Leadership Development Coaching Models
- other industry proven, validated
coaching
models
and methodologies
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:
consulting, adult learning, psychology, sports psychology, counseling,
leadership and management training 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.
Any
practicing coach today who has failed to formally undertake appropriate
coach training with a recognized licensed provider in the
instruction and use of coaching models 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. In recent years
there have been a growing number of legal actions brought
against ill-trained "coaches".
The
quality of training programs promoted by a wide range of
coach training providers varies considerably. For instance,
we frequently receive feedback from our graduates about their
dissatisfaction with the coaching models, methodologies and processes
presented in some of these courses. Most of the courses, contrary
to their sales pitch, turn out to be just another introduction to
coaching. Indeed, Dr Skiffington's Masters-Level Coaching
course was designed specifically to meet the demands of coaches for best
practice, easily applied, behaviourally-based coach training.
According to T. Butler, the Director of Harvard’s career
development program: Coaches need to have a solid grasp of
relevant psychological-based coaching models, tools and techniques that can
accurately determine such things as: what motivates people,
what are their personal values, fears 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, you're 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 certainly don’t need require a degree in
psychiatry to be good coach. You just have to be well-trained in
how to take an open-minded, scientific approach.
Executives usually seek
coaching in the areas of problem solving and decision making,
persuading and influencing, managing their time, resolving
conflicts, delegating responsibility, building and leading
teams, empowering others, communicating effectively, giving and
receiving feedback, and making important presentations. Even
in these areas the coachee's efforts can be affected by an
unconscious conflict. To recognize and assess the conflict and know how to work
with it the executive coach needs
to select the appropriate coaching model to the
intervention he/she is working on 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.
Coaches do not need to be trained
in psychology but certainly they require a working
understanding of interpersonal relationships, group dynamics,
organizational behavior, familiarity with the world of business
as well as ethical standards to work within their realm of
expertise and to honor the trust placed in them by both the
client-organization and the executive.
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 models, 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).
"Coaching
Psychology" is a term often confused with other forms of
coaching such as; "behavioral coaching". Coaching
Psychology (usually
taught to psychology students) is a discipline
that has a theoretical base stemming from facilitating
lifeskills training,
social work and professional
counseling. Dr Skiffington's invitational Master Coach Course only
includes practical, proven,
psychological-based 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. Supervision by a professionally
qualified educator with some
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.
Many vital coaching practice
protocols, models, techniques and assessment instruments a
professional coach requires are only available to coaches
trained and mentored by a facilitator who is also a licensed
clinical psychologist. For example; the Institute's
fast-tracked,
Certified
Master Coach Course meets the critical needs for
business and executive coaches to be trained and mentored in the
use of validated, reliable psychology-based coaching models, tools and
techniques.
Some
Professional Coaching Resources:
-
Credentialing
issues
..read
more
-
Master
Coach Certification Course Content
..read
more
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