Content: Global Leaders and Global Tools, Global Leadership Institute, Cross Cultural Model and leadership coaching techniques, global leaders and behavioral change,  global leaders models, global tools and leader development and coaching techniques, cross cultural team coach, HR professional development, global tools and strategies, the global leaders model, cross cultural team, coaching global leaders and corporate leadership, behavioral change, global leadership institute, HR executive coaching, business coaching, global tools, behavior model and coaching, the leader career coaching, HR global tools and strategies, cross cultural team coach
 

 


        Selecting the Right Coaching Educator to provide you the Right Global Tools 
        -Global Leaders are developed by using validated Global Tools that produce sustainable results  ©

           (includes extracts from book 'Behavioral Coaching' by Zeus and Skiffington -published and copyrighted by McGraw-Hill, New York)
 
Selecting the right Global Leadership Institute
 Selecting the right coach training institution is a critical decision. This is where you should obtain most of your cutting-edge professional coaching skills and competencies. It follows that your selection will have a direct impact on the personal and professional success you will enjoy and the long-standing impact your work will have on the people you develop. 

Some Considerations
First, consider the basic facts when selecting a coach training provider. The location of the course, the cost/value, the time factor and the level of the course offered -are the most commonly cited considerations by most potential participants. What many students may not be able to ascertain, is that even though different schools may appear to offer similar programs, the course facilitators (the critical key for any successful course) will all have very different backgrounds, agendas and goals for their students. 

To make the most of your professional development, it is worth the time to learn more about the facilitators and their teaching experience in organizational coaching, their fields of expertise, their adult education qualifications, their psychological qualifications, their business and coaching experience and what sort of expectations the school holds for their graduates.   

Some other questions may include: 

  • Does the program emphasize theory or practice -and is it proven? 
  • What is its teaching methodology? How adequately does this methodology produce the intended outcomes?
  •  How is the training organized? 
    • Is this an open class? What are the qualifications for entry? Who will be your classmates? Where do they come from?
    • Is the course face-to-face, or is it virtual (online and/or by telephone)?
    • How large is the class size? How well does this match your preferred learning style?
    • Are there opportunities to role play One-to-One with the facilitator and in groups (with your peers) of 2 ?
    • What opportunities are there to practice coaching, receive feedback, and reflect on what you have learned?
    • Does the certification have industry acceptance? How valued is the certification?
    • What forms of post-course support do you receive? 
    • What options of further development beyond the course are available?
  • How do you know that the course's coaching tools and techniques presented are validated, reliable and scientifically and industry proven?
  • What is the course's coaching methodology? How adequately does this methodology produce the intended outcomes in the "real-world" of business coaching?
  • How does the presented methodology achieve behavioral change and sustainable, measurable learning? Which aspects of personal change and professional development does it not include?
  • How well does it balance professional practice and theory?
  • Does the course include coaching forms, contracts and other procedural material?
  • How adaptable is the coaching approach to different types of organizations (Government to Fortune 1000)?  
  • Where do the graduates work?
  • Are graduates involved in the specialist areas of practice you are interested in?

The ICF Question
To date, there is no association that has been accredited by any government body and certainly none that is truly representative of full-time, professional, practicing coaches in the workplace. The reality is that some of the larger "international" coaching associations were privately founded by commercial training companies for the purpose of externally ‘legitimizing’ their training courses. These types of associations typically have a private business agenda that concentrates on adding large numbers of members to their database for commercial purposes. 

Currently, there are over twenty different major coaching bodies in the world each with their own political or private business agenda. For example, the International Coaching Federation was founded in the mid 1990's by Coach U (a US based, online course provider) for the purpose of certifying their life coaching courses. As of recent, they also offer corporate coaching courses. Today, anyone interested in hiring a coach must be cautious. Certification, as a "personal coach" (especially via a cookie-cutter e-learning course) does not qualify someone to be the best selection as a business/executive coach. With this assembly-online production of "coaches" and professional re-branding by many consultants/trainers etc, how can a prospective, ethical coach be sure of selecting the right course for them or an employer or private client be sure that they are hiring someone who really knows what they are doing?

Any global leadership coach training course must provide validated behavioral-based coaching change models, tools and techniques:
Many so-called "certified coaches" churned out by the "coaching associations" are simply doing more harm than good. Meantime, many large, high-profile coach training schools are still teaching simplistic models of coaching that employ re-labelled, old performance counselling strategies or, in some cases, scientifically unproven fuzzy techniques. While such "coaches" may initially find needy clients, their ineptness, poor training and poor grasp of leading-edge coaching technology is quickly found out.

The accumulated knowledge of many of the leadership coach training courses is outdated, subjective, biased, unstructured, and mostly lacking in accountability. Some of these courses also include pseudo-scientific coaching. Pseudo-scientists (versus qualified behavioral scientists) attempt to give the impression of scientific knowledge but invariably their knowledge is incomplete resulting in false/erroneous postulations.

Any practicing global leadership 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.

Any global leadership coach training course must be 'evidence-based’:
'Evidence based' 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. Evidence-based coaching is a way of distinguishing professional 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. 

Evidence based coaching with industry best practice invalidates previously accepted approaches and replaces them with new ones that are more powerful, more accurate, more efficacious, and safer. Evidence based coaching also allows the practitioner to provide his/her client more effective and accurate assessment, more informed program planning and selection of the appropriate coaching technology. For example; in the world's top-rated business coaching course (ICAA Survey 2004) -only evidence-based, validated, behavioral scientific models, accelerated behavioral change tools and techniques etc are used in the Graduate School of Global Leadership Coaching Certified Master Coach course conducted by Dr Skiffington.

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Content: Global Leaders and Global Tools, Global Leadership Institute, cross cultural team, coaching global leaders and corporate leadership,  behavioral change, global leadership institute, HR executive coaching, business coaching, global tools, behavior model and coaching, the leader career coaching, HR global tools and strategies, cross cultural team coach, Cross Cultural Model and leadership coaching techniques, global leaders and behavioral change,  global leaders models, global tools and leader development and coaching techniques, cross cultural team coach, HR professional development, global tools and strategies, the global leaders model