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© Copyright
1998-2007.
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Internal
or External Coaches ...have
you got
the right roadmap?
-By sourcing a wealth of world best standard practices
and information (developed by
Dr Skiffington and others) -and
as successfully used by Dr Skiffington's clients (who
are some
of the world's leading practitioners of coaching -from the
many Fortune 500
coaching departments to the top independent
international coaching groups) -you can
ensure you are on the proven
path to success..
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Employ Scientifically-Based
Proven Coaching Practices:
-The demand for
industry and research proven practice for achieving
behavioral change affects all coaches and has
become a focal point for industry discussions concerning
coach certification standards, coach standards of
practice and the measurement of coaching outcome results.
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"I
think the great thing about Dr
Skiffington's elite professional
development course for coaches -is that
it's all grounded in validated scientific
processes that have been consistently
proven to produce successful,
measurable results in the workplace."
-Bill Harrison, Director of
Professional
Development, Office of Education. WA
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3
Critical Abilities -the organizational/corporate/business coach
requires
- to create a successful
coaching development plan:
1)
The ability to locate, assess and measure the appropriate
behavioral aspects impacting upon a
personal/professional (learning or
development) change initiative or the performance of a
specific
professional skill set to be enhanced.
2)
The ability to translate behavioral feedback into an action
plan.
3)
And, the ability to determine the relationship between the
personal behavior of the individual and the
organizational and
business context in which the executive operates. |
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 Change
Behavior
> Change Results
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Behavioral-Based
Coaching Model
-Definition-
"A
structured, process-driven relationship between a certified
professional (for example a Certified Master Coach, who has undertaken
personal training by Dr Skiffington -an acknowledged international
authority in the field) and an
individual or team which includes; assessment and using coaching
models, tools and techniques (that have scientific reliability
and validity) to assist them to develop competencies and remove blocks
to achieve valuable and sustainable changes in their professional
and personal life."
-Behavioral
Coaching. -McGraw-Hill Education
"The
behavioral coaching model, pioneered over the last decade by Dr.
Skiffington, which integrates the most advanced research on adult
development and human systems theory into an elegantly simple and
highly effective validated coaching process is taught to her select
students so they
can effectively apply it in their work."
-ICAA
-Center
for International Education -Report.2004
Behavior =
A person's actions (what people do or say).
Coaching at
Work = By
positively changing an individual's behavior the
organization as a whole will benefit as the individual
increases his or her effectiveness.
- Today
learning refers
to any change in behavior. Organizational Behavior (first seen as
actions) is the sum of professional skills affected by personal skills
and behavioral aspects such as; beliefs, values, attitudes,
motivation, thoughts, and unconscious drives. Coaching is
now recognized as the critical platform for successful
organizational change and learning initiatives.
Recent
studies have revealed the greatest challenge to any
organization is to change people's behavior. Of recent years
there has been a growing demand from coaches and their clients for a
coaching model based on scientifically validated methodologies.
Behavioral
coaching was first employed in sports, work safety, the military,
health and education. Behavioral-based coaching integrates research from
many disciplines. It incorporates knowledge from psychology
(behavioral, clinical, social, developmental, industrial and
organizational), systems theories, philosophy, education and the
management and leadership fields.
Too many change
and/or learning interventions fail to stand the test of time and the
physical and psychological pressures of 'the real world'. To
change/learn, people need to embed new insights into deeper, often
automatic, thinking processes. This requires them to attend to how
they think as well as what they think. To change, people need to turn
thought into action. Without clear practical steps for doing this, and practice,
old habits soon reassert themselves. Learning will only last if the
underlying emotional commitment is there - 'do I really want to
change?' As people engage with new learning we need to ask them to
listen to their emotions and look at their attitudes, beliefs and
values.
All
coaches do not have to be psychologists and nor are most
psychologists suitable to become coaches. However, coaching is change
and change is a psychological process. A successful, professional
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 techniques. To do so requires
personalized training and supervision by an appropriately trained
clinician and experienced practitioner in the use and mastery
of psychological-based tools that bring about genuine, lasting,
measurable results. Business clients understand the language of
figures and the bottom-line and will accept nothing less than
statistical proof of change and new learning as well as anecdotal
evidence.
Dr Skiffington (an
internationally recognized educator in the behavioral sciences and a long-term
practising Master Coach) teaches the applied and practical science
of human performance enhancement, learning and change (Coaching at
Work).
Course participants are trained in the use
of behavioral science-practitioner models that
are being easily and successfully applied in executive, business and personal
coaching practices. This unique, accelerated learning program
provides qualified students with a solid working application
in the use of fundamental and advanced applied coaching skills
and business practice.
Nothing
Changes Unless Behavior Changes:
- Some differences between Behavioral
Coaching and "traditional coaching":
All people
and systems are dynamic -changing throughout time.
For people to grow they have to do different things,
change certain habits and that means a change in their
behavior. Without that nothing changes.
Growth is a type of change
and a lifelong personal (micro)
and organizational (macro) process. Growth occurs by
adding new content and organizing old content. Whatever
the driving force, when companies are attempting to grow
and develop and keep pace with a changing marketplace, any
successful outcome requires an ongoing process that alters the
way people interact with the market, perform their jobs and
relate to each other. Organizations must also ensure that
individual and organizational behavior are aligned with
business strategy. These specific behavioral requirements are
the capabilities and skill sets required to achieve individual
positional and overall corporate success.
Behavioral coaching goes well beyond the
"accountability" model, which basically involves goals
setting, action planning and relying on coachees' commitment and
motivation to move forward. Instead, it employs validated
behavioral change techniques to insure that goals are achieved
and changes sustained. These include strategies to assess and
manage thoughts, feelings and behaviors.
Behavioral Coaching clearly differs
from outdated, deficit-based models of coaching, that situate
coaching in a performance counselling paradigm. It is not a
manipulative technique to increase performance and productivity.
Traditional coaching models
typically focus on extrinsic motivational factors, such as
demands of the workplace and performance rewards. Behavioral
coaching explores the individual's values and works on the
premise that real motivation and change are situated in the
individual's intrinsic motivation.
Traditional coaching models pay
little attention to unconscious forces within the individual and
the organization. Behavioral coaching highlights the importance
of unconscious elements and offers guidelines for coaches to
explore and work with resistance and psychological defense
mechanisms.
Unlike many traditional coaching
models, behavioral coaching does not explain an individual's
behavior purely in relation to her or his personality profile.
Instead, it recognizes and assesses environmental factors such
as culture, values and organizational and team dynamics. Behavioral
coaching acknowledges that organizations are socially constructed
and it provides guidelines for coaches to explore culture and
to recognize and manage forces of resistance.
Summary:
.
-The Behavioral Coaching Model is a basic, validated platform of practice informed by the behavioral
sciences as regards the laws of change and learning and
incorporates best practices from a range of disciplines. The seven
step process (client education, data collection, planning,
behavioral change, measurement, evaluation and maintenance), the
four different stages of change in the coaching process and the five
forms of coaching (coaching education, skills coaching,
rehearsal coaching, performance coaching and self-coaching) form
the basis of the model. This flexible, easily learnt model is
then tailored by the coach to fit the specific needs of the
coachee.
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Session
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-Coaching clients are entitled
to information that better enables them to discriminate effective
from ineffective coaching practices and confirmation that
"certified practitioners" have a geniune, demonstrated expertise
in their area of speciality. Practitioners are also entitled to
validated coaching technology and a set of best practice
standards that better enables them to develop and judge their own
work and manage their professional development.
Coaching
Technology (CT) is a scientific, systematic and systemic
approach to the structure of coaching using a wide range of
evidence-based, validated tools, techniques, interventions, protocols, templates
and models that are drawn and developed from many disciplines
and fields of learning such as the behavioral sciences. CT is
the 'science of coaching'. The 'art of coaching' is achieved
through systematic practice and mastery of the science -after completing
personalized training in the selection and use of the technology
and follow-on mentorship by an experienced practitioner,
credentialed
educator and scientist (clinical psychologist etc).
"Dr Skiffington
is one of the world's foremost authorities in evidence-based
coaching
and her Institute is without doubt the world's
leading supplier of coaching technology
...producing a
body of knowledge far greater than anyone in the coaching industry."
-HR Monthly
2004
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Behavioral
Research
Laboratory: |
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"Knowledge
of Dr Skiffington's validated, state of the art coaching technologies
and their
potential for your business will ensure that you have
decisive competitive advantages."
-M.
Ramsey. HR Director, Wilkinson Group |
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What you measure is what
you stand for. What gets measured gets done. You can't change what
you can't see.
We live in the age of assessment and diagnosis. From satellite
imaging to the MRI to genetic mapping, diagnostic excellence
drives individual, social and organizational progress. Today's
coaching solutions must be rooted in cutting-edge coaching
technology, hard facts, leadership science and proven best
practices.
Good coaches know that valid,
accurate behavioral information and insight are the building
blocks of great decisions. The question isn't whether the right
information and insight are essential. The question is how to get
it.
The Behavioral Coaching Institute
(our parent organization) is internationally recognized as the
leader in building the next generation of coaching models and
diagnostic tools to help you generate the information and insight
necessary for you and your clients/people to make great
decisions and real progress. Whether the question is identifying
and improving leaders, establishing personal and
organizational alignment, understanding a team's performance, or
enhancing executive skills, insight etc, -these behavioral
models and tools provide the answers you need to drive
exceptional performance.
Dr
Skiffington and her team are engaged in ongoing research to
develop data, knowledge and expertise in several coaching practice
areas. The research not only continually advances the quality of
our world-best standard certification course but also the
follow-on support provided to our graduate coaches -ensuring they
have access to the latest, validated coaching technology.
The Behavioral
Research Laboratory is
the research arm of our Center of Applied
Behavioral Coaching (CABC). The CABC, as well as our Graduate
School of Master
Coaches, is part of the Behavioral Coaching Institute. The Laboratory
conducts state-of-the-art research on
issues that affect human and/or organizational performance, change
and learning (coaching at work). Research findings are also
published in our journal articles and text books by
McGraw-Hill Education (New York)..
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| Ongoing
research is conducted in the areas of: |
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Best
practices and benchmarking
- Instrument
validation
-
Descriptive
and comparative studies based upon industry,
organizational characteristics, geographic region
etc.
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1 to 1
Coaching™ |
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"
Many consulting firms are now
blending coaching skills into their practices with excellent
results. According to Doug
Rachfoed,
senior partner at QED, LLC,
the process of blending the two professions can be a natural
progression: "We
usually are hired to consult and end up
coaching." - Consulting to Management. Sept. 2003 |
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- The
Accelerated, Personalized Course is available in 2 Format Options:
(see:
'Registration
of Interest' Form for further details)
.
 -
Peer
Small Learning Group
-Professionals
from different places with similar learning
needs (held in New York,
London, Sydney, Singapore and Hong Kong)
 -Existing
Small Group -
In-House (delivered to you) -on-site, for in-house associates.
Contents are tailored to meet your organization‘s specific needs.
(conducted in Australia, Asia,
Europe, UK and the USA) |
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Around the world more and more mature, accomplished professionals
are reengineering their skills to practice a life affirming
coaching model of personal and business development. We help independent,
small and large firm professional coaches, consultants and internal
coaches/managers construct the road map and then build the
roadway to securing
a successful coaching practice/program.
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Whether you want
to significantly improve your coaching skills or build a practice, Dr
Skiffington's Coach Training and Certification programs can help you achieve
your goals. Our courses feature tailor-made hands-on tasks and real-world
business scenarios, allowing you to roll up your sleeves and get right to
work. With Dr Skiffington's training, guidance and support in just a matter
of days, you’ll be creating your own successful model of business
practice, identifying your clients and market opportunities, developing
powerful skill applications and embracing new business management practice
standards. Complete your investment in yourself and your future by becoming
a Certified Master Coach by Dr Skiffington
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Clarity. Accelerated, shorter learning. World best standard.
Practical application. Industry focus.
Industry recognized certification
Our blend
of individualized/tailor-made course content, proprietary
methodology, tools available for
re-branding and 1 to 1 personalized instruction is unprecedented in the
coaching industry. It all adds
up to one thing: professional
success.
No
one else offers what we do. No one else produces world-class
organizational coaches who are
able to practice at a world-best standard
with organizations anywhere
around the globe.
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Knowledge
& Skills
NOTE:
Dr
Skiffington and her research and support staff spend over 75% of their
time engaged in research and developing data, knowledge and
expertise in several business coaching practice areas. Our worldwide
research includes investigating the latest case studies;
interviewing leading professionals in their field and various industry
groups; listening to the thought leaders in their specialist area;
compiling and testing best practices, techniques, processes and
practical models. The results of this extensive, ongoing work allows
us to constantly update the quality and relevance of our comprehensive
Coach Certification programs -ensuring our courses are:
1) always
in step with world best practice and the latest organizational
thinking and,
2) are internationally recognized as the highest possible standard
in the world of professional organizational
coaching.
Our
faculty writes groundbreaking text books and consults with
organizations and governments worldwide. Dr Skiffington may be
advising a Fortune 100 Coaching Program Manager in Massachusetts and London one
week and then next sharing the insights with you in the workshop the
following week.
Graduate
Support:
Dr
Skiffington and her team's
ongoing research not only advances the quality of the Master
Coach Course but also the follow-on mentoring and other forms of support
(such as our regional Master Classes, Facilitator Program and
Partnering Program) form part of an invaluable Professional Support
System.
Obtaining the Coach
Certification by Dr Skiffington sets you apart from other
coaches.
Dr Skiffington's international reputation as an
authority, educator and developer of professional coaching is
directly linked to the world best standard of coaching she teaches. Only
applicants that have a proven record of organizational accomplishment,
professionalism and integrity are eligible to apply for her limited
one-to-one courses -and only one in four of these applicants are
successful in obtaining a place.
Also note: the few available courses that
Dr Skiffington is available to conduct are by invitation only and
there is a strict criteria of selection.
"Dr Skiffington's graduates are considered the elite in their field of
practice. The designation
as a graduate of Dr Skiffington's course is
an invaluable marketing and sales tool for any
professional coaching practice
striving for industry and client recognition."
-
AAP News. March 2004
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Fast
Track your career through accelerated learning..
--and become a
Certified Master Coach by undertaking a short course tailored
fitted to meet your
specific skill set and business needs..
"Dr
Skiffington's advanced short-course contains more resources,
material and
knowledge transfer than any other long term coach
certification course":
-BCI
Survey -Center of International Education.2003
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This faster,
more comprehensive and
more sustainable individual learning is
achieved through: |
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. only inviting qualified students who have a suitable background
and the capability to successfully apply what they
have learnt in the course
1-to-1
Pre-Course Work to best prepare the participant to maximise
their course time. -and- post-course 1-to-1
mentoring to support the application of
the new learning and skills
by
using a customized, One-to-One or (very) Small Group format the
student is able to focus on their individual needs
and learn in a private, personalized and comfortable learning
environment
the
learning objectives come from the goals selected by the
learner at the beginning of the course
the course content, depth and focus is dictated by the learners'
self-directed approaches to meeting each of their
goals
this is a unique learning situation where the facilitator and
student establish a personal connection and work together
as equals versus the student being feed cookie-cutter material by
a trainer in a traditional "classroom environment",
the course integrates non-traditional development techniques
(peer-based, self-directed learning, systems thinking,
reflection and inquiry) and applies them to achieve the
individual learner's set goals
the course style is experiential, "hands-on" with the
student actively applying what they are learning to their
specific
workplace situation
the course integrates personalized role plays, case
discussions, ongoing feedback, support, inquiry, reflection and
supportive challenging
the 'world-best standard' course is "industry focused"
versus theoretical
the learning process is guided, supported and validated by
Dr Skiffington's "real-world experience and advice" and
her training as a university
educator
the
use of Accelerated learning principles -whereby the course
material is presented to best fit the students'
preferred
learning style
the individual student is able to directly tap into Dr
Skiffington's extensive library of knowledge and experience as
one of the world's leading creators, educators and practitioners
of organizational coaching
the
student obtains a set of comprehensive resource manuals that is
meant to be used as an
ongoing
learning program/library of information beyond the
course
a follow-on course mentoring/support program and
our Project Support Program ensures ongoing
learning,
the successful application in "real-time" of what has
been learnt, and provides a means to
resource further specialist knowledge on a "need-to" basis.
Bottom
Line:
Dr Skiffington's proven course has been the source for hundreds
of existing and new coaches
worldwide seeking a direct route to success in their chosen profession.
Our exit poll of all graduates
consistently show all
learning needs are not only meet, but exceeded. -And, our follow-up
post-course polling
confirms the high success rate of all graduates
in their practice (see also above: 'Testimonials'). Of
course, as
with any discipline, developing enduring coaching
skills takes place over time with practice and
commitment.
Note: At
the end of the day, Dr Skiffington can provide all the technical
tools, techniques, templates and
guidance and
support necessary to achieve world best-standard practice, but she can't
provide the
requisite personal skills and motivation that a coaching practitioner requires to be successful.
That's
why our course is not open-for-all and we
employ a genuine criteria of selection for enrolment.
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For
years, employers and clients have been asking for standards and
criteria to help them distinguish practitioners who have proven
they can produce results through a systematic, scientific,
measurable process. Until the development of the Applied Behavioral Coaching program, anyone could claim that
they are "professionals" in organizational coaching. At
the same time, practitioners have been asking for a credential
that would provide them proven best practices with a behavioral
scientific basis and help them assess their ability, better focus
their professional development efforts, and recognize their
capability. In response to this global need, the Behavioral
Coaching Institute (BCI -our parent organization) developed a
program through which qualified individuals can apply to receive
the designation of Certified Master Coach (CMC). Over
the last decade the Institute's Master Coach training school (The
Graduate School of Master Coaches -and owner of this web site) has
certified over 1,000 specialist professionals from over 30 countries.
- Who developed the
Standards and the requirements for Certification and,
- Have the Standards been validated?
.-The
Behavioral Coaching Institute designs the course. The program
is constantly upgraded according to world best practices
recognized and used by a panel of some of the world's
leading industry users and independent practitioners in
consultation with the Behavioral Coaching Institute.
How can practitioners and organizations benefit from
the CMC designation?
.-Many
organizations are now using the coaching standards set by Dr
Skiffington's Certified Master Coach Course as part of their criteria for the
selection and development of their own specialist coaches as
well as for the selection of outside contractors. Our
Institute further assists practitioners and organizations in their
coaching project development and improvement.
"No
other credential in the world of professional organizational
coaching carries the value and
industry-recognition of certification
by Dr Skiffington. Those who hold it have honed their skills
through rigorous, personalized study and follow-on,
mentored/supervised application and mastery
of the taught skills
in 'real-time' "
ICAA
-Centre for International Education 2004 |
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Masters-Level
Course
-Description |
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The
Development Process: for Learning and Enhancing Coaching Skills
- the Master Coach Certification
Training is not just a 4 day customized course...
-
it is an ongoing learning experience. Graduates receive pre
and post-course
follow-on
1-to-1 mentoring and support by Dr Skiffington as they apply in real-time the
wealth of knowledge and the priceless toolkit of
resources from the initial training event. Real learning, understanding and competency cannot be obtained in a classroom
by the student but rather in the actual application of the
acquired knowledge/information in his/her workplace.
Mentoring further enhances the process of technical
mastery.
Continuing
Professional Development Program
From
Student to Practicing Professional. . .
Professional Guidance - Dr. Skiffington provides specialist training, consultation and mentoring to coaches in all
phases of their
professional development/careers. The Institute provides our
graduates:
- Pre-Course Work plus the option of 1-to-1 Course
Preparation Mentoring/Support with Dr Skiffington
- Post-Course (Follow-on Master Course) 1-to-1
Mentoring/Support with Dr Skiffington
- Project Development Support
- Special Interest Regional Master Classes
- Graduates Business Partnering Program
Our unique,
"tailor-fitted" curriculum
is designed to give you:
1) a solid and secure understanding of core coaching
techniques, models and skills,
2) a world standard competency in those skills
3) a personalized means of knowledge transfer (one-to-one)
for effectively adapting those coaching skills to your
style and personal skills, and
4) the right to promote yourself, for financial gain, as a "Certified
Master Coach" -personally trained
by
Dr. Skiffington.
-
By
working exclusively with Dr. Skiffington the
course is tailored to meet your specific skills and practice
needs. Trained in this private, personalized
environment, our graduates can confidently obtain the necessary
world
standard coaching and business practice skills they require
to successfully compete in the exciting professiona
world of
coaching.
The
one-to-one course consists of learning modules which are
strictly customized
to YOUR personal
skill set needs and business
goals.
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What
You Will Cover:
-
External
Coaches:
- How to
locate your coaching specialty
Business Practice Management Skills
You are taught critical
management (Structure
and Organization) and marketing skills necessary for a
successful coaching practice - including:
Proactive Self Marketing: Professional external coaches often
neglect the marketing side of their practice, wasting
time going down blind alleys or not knowing how to market
creatively, effectively and inexpensively. They become experts in
their specialty, but not experts in the promotion and
marketing of their business. The first cornerstone of the
course is the construction of a detailed: 1) Business
Plan and, 2) Marketing Plan of Action/Practice. Other
marketing activities include: Designing
your marketing mix,
Template marketing guides, web-sites and Relationship
marketing strategies.
Proven
Practice
Building Strategies: Dr.
Skiffington personally shows you how to identify your current
and future practice strategic needs, strengths and
weaknesses so you are able to create a more solid, secure
foundation from which to grow your business. Suzanne also
guides you how to match your services with a market that
is ready to buy. You will also learn: how to establish a
targeting
strategy; how to open the doors to your niche
market;
proven
methods of creating a business network from a
zero base and, how to expand your existing network
. Plus you'll receive sample marketing brochures, business
guide sheets and letters to suit.
Best practice in Client-Centered Management: How to
establish quality improvement and outcome management
"best practices". Includes the eight stages of
establishing CCM.
-
For
External and Internal Coaches:
- Sessional and
Workshop Design and Delivery
A Coach's expertise
must include the ability to plan and design an effective
process for meeting business objectives, balancing creativity,
participation, efficiency and ownership. This critical phase
will ensure that you design effective and stimulating sessions
and workshops.
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- Practice
Management - Situation Training
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Learn via customized
hands-on exercises.
Step 1. First identify
the right coaching protocols and processes for you
Step 2. -Then learn how to master the use
of the knowledge/strategy.
Here you'll be able to
select and practice your new skill sets in a supportive
environment with guidance from Dr Skiffington. Our
many Hands-On "Real-Time" Exercises are
designed to simulate your particular workplace
situations/real-time business challenges so you can cement
your newly acquired knowledge with well tested practical
activities. Rather
than presenting a formulaic set of exercises, we address
your relevant business issues (dealing with clients and
prospects, Coaching Program Managers, HR Managers, potential
coachees, the coachee's peer group etc) that pose immediate
challenges. Simulations are followed by lively, insightful
discussions of the applicable learnings.
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- How
We Think
Behavior
Results:
-The
Behavioral Coaching Model - How to look below the surface
Discover
the primary causes that limit people: what are the
key behavioral patterns and beliefs that affect an individual’s
professional and
personal drive, development and dynamics, how they are
triggered and how they contribute to individual,
team and organizational issues and undermine desired
results.
The
Behavioral Coaching (B.C.) model of practice allows
its users to look beyond symptoms and appearances to
the fundamental issues. The associated tools provide
proven leverage towards achieving a person’s
ability to change, learn
and fulfill
their potential and goals.
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What
You See
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Only
15% of the totality of an iceberg is visible above the
water. Yet it is driven by what takes
place below the
surface, where 85% of the iceberg is susceptible
to different forces.
In
our daily environment, only 15% of the forces that drive
people, projects and situations are
typically accessible
to us. If we don’t have the behavioral model and
tools to actively
search for that invisible 85%, we end
up managing symptoms, generating stagnation
or unintentional
damaging consequences.
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What
You Get
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.The B.C. methodology
teaches participants to explore the 85% and gives levers
for sustainable, measurable progress.
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- Coaching
Models and Types of coaching:
In
order to obtain a successful outcome for a specific coaching
intervention, it is critical to have a range of
proven models
from which to choose. The most popular
models and types of coaching are critically reviewed.
Outdated, goal-centered popular models are compared
against leading-edge, empirically proven behavioral-based
models. Course
participants are then able to evaluate and select industry-proven
platforms that are suitable to the types of programs they
are/will be conducting. Several evidence-based coaching
models are analysed including the Behavioral Coaching
model.
Step 1. Education:
How to establish the information platform from which to launch
a coaching program.
Step 2.
Data Collection: Coaching Needs Analysis and establishing the
program's objectives. Includes how to assess
behavior and performance
'pre', 'during' and 'post' development.
Step 3. Planning:
How to target relevant
specific, observable, measurable behaviors. Goal setting.
Action Planning.
Steps 4 to
7. Behavioral Change: How to select and use the appropriate
behavioral change model, techniques,
self-monitoring strategy etc
Step 8. Measurement: How to
select the appropriate behavioral analysis, measurement
techniques, data collection and
analysis tools etc..
Step 9. Evaluation: How to
establish a suitable framework for evaluation ( ROI, ROE), how
to evaluate intangibles (soft
skills),
create a report card, report to the client etc
Step 10.
Maintenance: How to establish a self-coaching and support
program
-Read
more...
- Coaching Best Practice:
-Best World Practice, Best Industry Practice, Best
Practice Assessment.
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