Content: Coaching Case Study in Leadership Development and coaching, coaching case studies in leadership and behavior change, leadership development  models and tools, cultural change, executive coaching techniques, business coaching case study, executive leadership case study, behavior models, cultural coaching, professional development, cross cultural coaching case study, cross cultural coaching, cultural coaching , coaching case study in the leadership behavior  model, leadership development  model, coaching case studies in corporate leadership and executive behavior change, executive coaching study, cultural coaching , 
 

                                   

       Coaching Case Studies
        - Case Study: Achieving Global Leadership Behavior Change with validated Coaching Techniques ©

           Coaching Case Studies -includes extracts from book 'Behavioral Coaching' by Zeus and Skiffington - by McGraw-Hill, New York)
 
The Behavioral Coaching Institute (BCI)
 -World leader in development of Behavioral Change Coaching Models for Accelerating Individual Development and Global Performance:
Many of the world's leading brands - Walt Disney World, Toyota, Pfizer, Chanel, Lloyds Bank, Sony, Vodafone, Mass Mutual and not-for-profits - Red Cross, Singapore Civil Service College, Howard Hughes Medical Institute, Dept. of Defence etc - have chosen the Behavioral Coaching Institute (BCI) to help guide their leaders to success.
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Leveraging cultural differences
Coaching across cultures means looking for opportunities to unleash more human potential by building new behavioral-based personal skill competencies. The outcome is increased performance, a sense of well-being and fulfilment. The following two case studies illustrates how this can be done:

BCI -Coaching Case Study 1.
Integrating Global Leadership Culture

A highly successful defence contractor knew that they needed to develop a new generation of strategic-thinking leaders who would be able to create an integrated global leadership culture, therefore taking their organization to ever-greater heights. The contractor didn't want enormously expensive consulting firms who were product and packaged driven in their program offerings. Consulting firms have knowledge databases that are broad but not always deep. Nor did the contractor want academic driven, "dry" courses. To help develop these leaders the contractor required a fully customized program informed by a blend of cutting-edge, industry-proven, faculty research and expertise in both the business and academic worlds.  The learning provider also had to be international-recognized subject-matter experts in the field of the application of leading-edge, validated behavioral scientific knowledge into accountable workplace leadership development programs.

Working with the Behavioral Coaching Institute the defence contractor developed a Leadership Development Program based on best-practice leadership coaching.

Step 1: Training of 10 nominated individuals to become certified coaches via an intensive, on-site, customized 3 Day Master Coach Course by BCI. To facilitate the participants course preparation each participant engaged in reading and analysis via an online learning portal. To facilitate the participants' successful application of their learning in real-time, BCI's facilitators provided individual post-course mentoring sessions with nominated individuals. Each participant become a subject-matter master in the application of behavioral-based leadership coaching and was equipped to coach at a world best-standard level.

Step 2: Training of 12 key leadership development personnel and relevant senior management via an intensive, on-site, customized 3 Day Global Leadership Course by BCI. To facilitate the participants course preparation each participant engaged in reading and analysis via an online learning portal. To facilitate the participants' successful application of their learning in real-time BCI's facilitators provided individual post-course mentoring sessions with nominated individuals. Each participant become a subject-matter master in the application of behavioral-based leadership coaching and was equipped to build accountable leadership development programs that were able to generate real, measurable behavioral change and sustainable learning acquisition.

The course graduates from the Global Leadership Course next built a world-standard program whose objectives were to: improve the participant's cross cultural effectiveness, develop an awareness of their behavioral style and address areas which may cause them to under-perform, understand the nature of change and transition and also to train the participants' to self-coach and coach their work team members.

The program framework included four phases: assessment, coaching, evaluation and support.

A group of 75 senior managers and key contributors were selected and divided into six groups to participate in the program. All the participants were assessed giving them an understanding of their own unique learning, communication, problem-solving and leadership styles -which was used as a basis for them to develop an even more flexible leadership style.

As a follow-on to the program the participants were provided need-to follow-on specialist cultural coaching by the course graduates from the Master Coach Course. > read more

BCI -Coaching Case Study 2.
 Developing the Cross-Cultural Team Leader

A leading higher learning educational Institution was facing some significant changes within its rapidly growing, competitive service sector. A strong leadership team comprised of experienced executives tightly controlled all the international campuses. All major strategies and decisions rested in the hands of this highly technically proficient small group. Below this top tier there had been virtually no formal management or leadership development of executives. It was clear that the leadership requirements were changing and that the types of skills that had made the senior team successful in the past were not the same skills that would be needed in the future. 

Two issues were identified to be addressed: 1) Developing the senior leadership teams intra-personal and cross cultural competencies. 2). Preparing 'high-potentials' for long-term succession and developing management bench strength. 

The Behavioral Coaching Institute first helped the team define its leadership model for senior and mid-level executives of the future. Once a new leadership model was established, dozens of managers were selected to participate in a new leadership development program designed by several graduates of BCI's customized 3 Day Global Leadership Course. The program had several key elements, including:

  • Managers were provided 360-degree feedback on their own skills and were assisted by several graduates of BCI's customised
    3 Day Master Coach Course in the creation of personal development plans to leverage their strengths and fill in gaps
  • Senior executives and high-potentials were able to develop their own personal and inter-cultural skills in preparation for growth and expanded leadership responsibilities
  • Participants were able to practice their leadership skills in a simulated environment
  • So there would be ongoing support, 1-to-1 Developmental and Cultural Coaching was provided by the Master Coaches as they implemented the strategies and tactics of their development plan

The organization quickly established this process was a cost-effective and efficient way to jump-start the creation of a global leadership development culture throughout its ranks of current and future leaders. > read more

BCI -Coaching Case Study 3.
 Developing Global Leaders

To develop from a national leader to become a truly global leader a fast growing IT company needed to quickly develop global leaders inside their company. The company realised they could never hire all the talent that was needed and set about constructing a global leadership program.

To achieve their set business goals and global vision the company needed to provide: 1) a cultural toolkit for its many employees who were on overseas assignments ranging from several weeks to two years and, 2) a behavioural skill training program enhancing self-awareness and interpersonal and intrapersonal skill sets.

Some of the primary goals set for the HR and L & D Team to incorporate in the global leadership program were to develop behavioral leadership competencies to: 

• be able to employ cultural sensitivity and diplomacy

• be able to solve cultural problems synergistically

• be able to negotiate across cultures

• motivate cross-cultural teams

• be able to work with people from diverse racial and ethical backgrounds

• be able to foster relationships that create respect for all parties 

With the support of BCI's Graduate School of Global Leadership, the effort resulted in the building of e-learning rooms in their international offices and a web-based "world campus" where courses were broadcast to their people around the world. The behavior-based coaching program employed validated methodogies which allowed the program to be cost-justified. By using a ROI scorecard the company was able to practice tight cost management. (Skills coaching costs were costed as a percentage of sales -to ensure a productivity gain was always realized.) The scorecard was also used to justify taking many key people out of their business for so many days of the year.
 > read more

Note: Many vital behavior / psychological-based assessment instruments and tools required by personnel engaged in leadership development are only available to individuals trained and mentored by a facilitator who is a trained and experienced behavioral change professional. BCI's fast-tracked Certified Master Coach Course meets the critical needs for H.R., L & D and other professionals to be trained and mentored in the use of validated, reliable behavioral-based global leadership models, templates, tools and techniques.


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