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-Registered
as an Education provider from the State Board of Behavioral
Sciences, California.
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Deliver
Introductory-level
Business Coaching Courses by
becoming a Licensed
Course
Facilitator
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© Copyright
1998-2005.
Graduate School of
Global Leadership ™
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Global Leadership Skills Training
& Coaching Courses
All rights reserved.
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First
-select from the following 2
fast-tracked
Delivery Options/Courses:
In-House
-Small Group
-For
Professionals engaged in Global Leadership
Development
-Suitable for organizations, consultant groups
etc
-Delivered
on-site for a small group of associates
-see
below page
For
Individuals
-For Professionals from different places
(engaged in Executive Development)
with similar learning/practitioner needs
-Held
in New York, London, Sydney etc ..see
our Graduate School of Master Coaches
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Below
Page Contents for:
Global
Leadership Coach Course:
Background
 Dr
Skiffington's Clients
Course
Approach, Description and Content
Course
Manuals, Templates, Toolkits etc
Client
Support -including 1-to-1 Pre and Post Course
Mentoring with Dr Skiffington
Course
& Mentoring Fee Schedule
Link
to Course's 'Registration of Interest' Form |
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The
Art and Science of Global Leadership
-Scientific
Validation. Practical Application in the
Workplace. |
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Global business performance is critically
dependent upon individuals' abilities to
manage themselves, their behavior and their
relationships with others successfully. One of
the most significant business advances in the
last decade has been the demonstrated
success of the behavioral sciences to
predict business success. Dr Skiffington's
Institute is the world's leading developer of
leadership technology and best practices that
enable dramatic, sustained and measurable
improvements in leadership performance. |
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"The
behavioral-based leadership coaching model, pioneered over the last decade by
Dr.
Skiffington integrates the most advanced research on
human systems theory into an
elegantly simple and
highly effective validated development process."  -ICAA
-Center
for
International Education -Report.2004
Today, Global Leaders
include:
- Managers
leading, or participating in,
international teams
- Managers
operating in multi-cultural workplaces
- Professionals
with international business careers
- Managers
integrating operations across national
boundaries
- Key domestic
and regional support
staff co-ordinating and communicating
across cultures
- Specialist
Advisors and Technical support personnel
- Senior
Management and other Officers
sitting on international committees etc
- Emerging
leaders
In the past, global
leaders were simply those individuals sent abroad on foreign
assignments. However, today it can be any manager or executive,
anywhere in an organisation - people in accounts, sales, marketing as
well as production and support staff. It can mean different things for
different organisations. It could be a representative office abroad or
the acquisition of a foreign company or a joint venture etc. The
possibilities are almost endless.
Today,
leadership development:
- is not the same as management
development for senior people.
- is about personal skills
development
- has little to do with technical
knowledge and is more about thinking, values
and emotions.
- understands that organizational and social
politics and culture are not problems to
overcome, but
rather the space that leaders function
in.
- is about change -and all leaders need to
be change agents for themselves, for people
around them
and their organization
Bottom
line:
many leadership development programs do
not deliver and are a waste of money. The
traditional classroom training event fails
to deliver any sustainable change and learning
acquisition. Behavioral-based leadership
coaching produces clear statistical evidence of
real change and a beneficial outcome (ROI).
Professionals
who train global leaders/teams need to apply
culturally-appropriate skills:
1) Traditional Eurocentric
leadership development models may not be
effective in working with other populations,
and indeed, may do harm by mislabelling or
misdiagnosing problems and issues.
2) Assessment. Multiculturally sensitive
practitioners are encouraged to validity issues
related to test bias, test fairness, and
cultural equivalence.
3) Cross culturally sensitive
practitioners/coaches are encouraged to
develop skills and practices that are attuned
to the unique worldview and cultural
backgrounds of leaders/executives by
striving to incorporate understanding of the
individual’s ethnic, linguistic, racial,
and cultural background into their leadership
development model.
Global
Behavioral Competencies:
Whether for job effectiveness, career
development, or for personal growth, it
is no longer enough for professionals to be
culturally "aware" that differences
exist. They must develop their own
set of behavioral competencies enabling them
to take appropriate actions in a
different cultural context. Cultural
behavioral-based competency skills coaching
does not require the individual abandoning their traditional
values and norms,
rather it enables the person to better
relate to others and promote successful
intercultural outcomes.
Without a developed set
of culturally relevant behavioral skills to successfully work and understand
their international counterparts, leaders often "hit the
wall," failing to bridge the cultural divide that affects
decision-making, communication, risk taking etc
The dynamics of being a
successful Global Leader requires a skill set of critical core
competencies that differ considerably from the domestic leader.
These "global behavioral competencies" enable leaders to
manage a wide range of challenges, including: distance
management issues, how to lead a diverse multinational team,
implementation of new initiatives, and seamless integration of
different teams and organizations etc.
Too many globally
leadership learning interventions fail to stand the test of time and the
physical and psychological pressures of 'the real world'. To
change/learn, global leaders 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, leaders need to turn
thought into action. Without clear practical steps for doing this, and practice,
old habits soon reassert themselves. As leaders engage with new learning we
also need to ask them to
listen to their emotions and look at their attitudes, beliefs and
values.
Recent
studies have revealed the greatest challenge to any
organization is to change a leader's behavior. It is
in response to this demand that the behavioral-based coaching model was
developed by Dr Skiffington.
All
global leadership coaches do not have to be psychologists. However, coaching is change
and change is a psychological process. Successful, global leadership
developers need to understand, be confident and competent in the
psychological aspects of leadership 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.
-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.
Behavioral-based
leadership coaching goes well beyond the
"accountability" coaching 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
Traditional leadership development models
typically focus on extrinsic motivational factors, such as
demands of the workplace and performance rewards. Behavioral-based
leadership coaching explores the individual's values and works on the
premise that real motivation and change are situated in the
individual's intrinsic motivation.
The Behavioral-Based Leadership
Model of learning 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 leadership coach to fit the specific needs of the
coachee.
Global
Leadership Coaching -A Definition
Global Leadership Coaching
contrasts to the traditional training approach where global
skills development tends to be "prescribed". Global
leadership coaching takes a tailored, personal approach
to providing an individual with the necessary personal
skills and change tools to develop themselves and others
around them. Using coaching
models, tools and techniques (that have scientific reliability
and validity) the certified coach assists individuals to
develop behavioral competencies and remove blocks to achieve
valuable and sustainable changes in their professional
and personal life.
The world's most successful
global organizations all understand the need to heavily invest
in proven ways to foster and keep their global
skills talent.
It was the legendary CEO Jack
Welch who said: "The real challenge is to globalize
the mind of the organization. Until an organization captures
the intellects of other areas, it really does have a problem.
Until you globalize intellect, you have not really globalized
the company".
How
HR or Leadership Developers use the Global Leadership
Coaching Model to design cutting-edge Leadership Programs:
Global leadership coaching is first employed in the
construction of leadership programs to assist executives
who are confronting the major organizational (and often
cultural) change and restructuring that normally accompanies
global market entry. Secondly, global leadership coaching is
used in the development of global skills development
programs for staff who have an existing international
brief. Global leadership coaching is now recognized
as the crucial learning and change vehicle for any
organization that has a commitment to global skills
development.
Regional
Global Leadership Coaches:
It is also crucial for providing individuals and
groups with the necessary encouragement and support when
learning how to become more effective in their day-to-day
global roles. Cultural and business blind spots are an
everyday fact of global business life. This challenging
environment can result in culture shock, fear, fatigue,
anxiety, stress, under-performance, self-doubt and lack of
confidence. In these situations, the global leadership coach
works on-site as a personal mentor to help
individuals and work teams meet their daily challenges and
reach their goals. This coaching role can be provided by
local managers and leaders who have been trained as coaches
and/or specialist cultural coaches/mentors who visit the
organizations regional offices to provide requisite on-site,
1-to-1 support and guidance to senior management.
Cross
Cultural Team Coaching:
Each diverse
work team is comprised of individuals from a
particular culture. However, once
the team is formed the team develops its own culture.
The team's culture is within the culture
of the office, which is within the culture
of the department, which is within
the culture of the organization, which
is within the culture of the host country and also the country
where the head office is located. The Team Leader needs to be
trained how to use the behavioral-based coaching model to determine
a common set of values and how to clarify the
assumptions
and beliefs shared by team members that affects their business
goals.
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The Behavioral
Coaching Institute:
-(our parent organization) is internationally recognized as the
leader in building the next generation of leadership
development coaching models and tools. |
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The Institute is an international
educational and research institution founded in 1990 that is
focused exclusively on the continuous development of the
coaching model to achieve sustainable personal and
organizational change and learning. The Institute is recognized
across the globe for the depth and quality of its courses,
coaching technology and publications. The Institute is consistently
ranked the top provider of business coaching education in
the world.
The Behavioral
Research Laboratory is
the research arm of the Institute's Center of Applied
Behavioral Coaching (CABC). Dr
Skiffington heads a team engaged in ongoing research to
develop data, knowledge and expertise in leadership development. The research not only continually advances the quality of
our world-best standard global leadership coach course but also the
follow-on support provided to our graduate coaches. Research findings are also
published in our publications by McGraw-Hill Education (New
York).
Coaching/Learning
Partners:
Dr Skiffington aims to establish a
personal, strategic partnership with each of her
clients. The personalized, hands-on approach combined
with the depth of our resources means that we
are also able to respond quickly and easily to
changes in corporate priorities. Dr
Skiffington understands that one size does not
fit all, and is genuinely able to create a
customized program to fit each client’s
particular needs.
Our focus is on
measurable changes in behavior that lead to
significant business results. Our Institute's
processes and pricing structures reflect these
objectives.
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B.A,
M.C.P, PhD, M.A.P.S, M.I.S.H |
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-has personally facilitated
customized leadership coach training programs for hundreds of major corporations and government agencies. She has
worked with CEOs, HR,L & D leaders, Senior Management and
their management teams in such companies as; Daimler Chrysler, Toyota, Lloyds Bank,
Vodafone, Saatchi and Saatchi (New
York), Sony Corporation, Pfizer, Mt
Sinai Hospital and The
Bank of New York etc*. Her clients
also include not-for-profits (such as the Red Cross, government
agencies e.g; the
Education Department and Dept. of Defence). Dr
Skiffington's highly valued work as
an international corporate educator is well documented in many journal
articles and case studies as well as her own best selling
coaching text books (sold in multiple languages around the world). |
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*
Sample
list of clients that have recently had key personnel undertake Masters-Level
Coach
Courses with Dr
Skiffington: |
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Alcatel
Antares Corporation
Bae Systems
Baytec Institute
Benz Technology International
Cathay Hotels
Chanel
Daimler Chrysler Academy
Empowering Lantinas
Ernst & Young
Ferro Corporation
Hong Kong RealStar Property
Howard Hughes Medical Institute
Japan Int'l Business Recruitment
L J Hooker Real Estate
Lloyds TSB Bank
Lux Consulting South Korea
Maritime Life Assurance Co. |
Mass Mutual Financial Group
Mt Sinai Hospital
NedBank
Nextel
Pfizer Global Pharmaceuticals
Red Cross
Saatchi & Saatchi, NY
Schroders Invest't Management
Seaboard Energy
Sony
The Bank of New York
Toyota
Starcom UK
Vodafone
Walt Disney World
WMC Resources
Whitbread UK
WorldGroup Consulting |
Some Government Clients :
APRA
Canada Customs Agency
Centrelink
Department of Defence
Department of Natural Resources & Environment
Hong Kong Civil Service
NSW Dep't of Education
Queensland Government Corporate Solutions.
Royal Australian Air Force
Rural Ambulance Victoria
Singapore Gov't -Civil Service College
University of W.I., -Centre of Mgt. Development.
University Hospital Birmingham.
Water Corporation, WA
Lower Colorado River Authority.
US Fish & Wildlife Services. |
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"BCI has established itself as a
trusted "knowledge broker" to its international clients, and
done what
few have ever been able to accomplish: integrate behavioral
science with
principles of leadership, management and
organizational development into practical,
proven
professional development templates and models."
-HR Monthly
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 On-site,
Cross-Cultural Leadership Development Coaching Course
-for Small Groups |
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-ensuring your
people development professionals are one the same page and using the same accountable,
best-practice methodology:
Your
team is a busy group of professionals involved in leadership development and
doesn't have time to spend on things that don't work. You've probably
tried different leadership and executive coaching courses over the years, but most of what you found was basic
stuff that oversimplifies human behavior, personality, motivation and learning.
Learning for your group must be supported by evidence,
have a scientific basis that isn't theoretical and doesn't
require lengthy training, be accessible, provide a solid
expandable platform and it must be cost-effective.
Dr
Skiffington's Graduate Institute is a private, international,
accredited educational institution that offers courses by
invitation only. The few available course dates each year are
strictly limited to qualified, progressive oriented, learning organizations.
Certification by Dr Skiffington is
the highest level of evidence-based, leadership coach
training available. |
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 Clarity. Accelerated, shorter learning. World best standard.
Practical application.
Industry focus.
Industry recognized certification
Our blend of
individualized/tailor-made learning templates,
content, proprietary
methodology
and tools, courses available for license and
personalized instruction
is
unprecedented in the professional development
industry. It all adds up to one thing:
your
people's success.
No
one else provides what we do. No one else certifies world-class global
leadership
coaches who are
able to develop leaders with 'global competence' -that make a
real
positive
difference to the people they interact with and
the bottom-line.
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The
Approach |
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Pre-Course Work:
-via our Online
Learning Portal (plus option of 1-to-1 Preparation
Mentoring with Dr Skiffington)
-for selected persons invited to
participate in a Master Coach Course.
Applied Learning:
We stress experiential, hands-on, applied
learning.
- we believe you must use the skills
to own them..
Action,
accelerated learning is a guiding principle
for the course. Our approach does not involve
simply attending a workshop, however
interactive. With one-to-one
guidance provided by Dr Skiffington,
the participant explores the use of the latest
valid coaching technology and practices. The
personal involvement of participants is a
foundation stone of the programme. Working with
Dr Skiffington and their peers: they are
enrolled in role plays, discussing case studies
and open reflection and debate on how the
examined change interventions can be best used
with their leaders. |
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Coaching Sessions -Role-Playing
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First, learn how to select the right
leadership coaching techniques and tools (that
have scientific reliability and validity) for you.
- Secondly, engage in a suite of role plays
(relevant to your working environment)
throughout the "hands-on" course
applying the skills learned to increase the
success of organizational interventions and to
create breakthrough leadership thinking and
actions..
Role-playing with Dr Skiffington means the participants
are able to build correct habit patterns
in a private environment, followed by
individual supportive critique through
rehearsal. Suzanne also "models"
various techniques/role-play scenarios. By
working directly with Suzanne in a personalized
environment the student is able to learn
how to: implement the specific behavioral skills
and techniques they require to master and,
use the language of global
leadership coaching at a "real-world",
professional best-practice level. |
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Post-Course Mentoring:
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1to1 with Dr Skiffington -to follow-through the application in
"real-time" of the new learning and skills from
the
"hands-on" course and the extensive library of manuals, resources and toolkit
provided to each graduate.
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"This course
has all the essential ingredients
for success:
the best available curriculum;
expert faculty; and an
outstanding post-course support
program."
-Dr
James Aaron (AECC, L&D Director, NY)
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| Course
Description &
Content |
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| In
a recent study of university and in-house corporate
global leadership training programs nearly all failed
to deliver their purpose because they ignored the underlying behavior models
required by the leader:- |
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| -Thus, global
leadership development requires yet another
approach--one that focuses on the behavioral change
and sustainable learning models and cultural
assumptions that guide action. |
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Course
Rationale:
The 3 highest-rated factors (CPC
Foundation/Rand Corporation Report) for developing successful global leaders
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not addressed by the traditional global managerial & leadership skills training courses which
focus on the technical
skills such as; cultural profiling,
cross-cultural business practices (communication
styles, negotiating,
making presentations and business & social
etiquette) etc. Training in first level cultural technical/hard
skills is only one step in the development
process of producing successful global leaders.
However, the 3 highest-rated
critical factors for
success are behavioral-based personal/soft skills
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as; cognitive skills,
personal traits, and social skills.
How to address
differences by understanding the 'why behind
people's behavior.'
Global leaders
are required to understand and analyze the impact of the
local culture on their team and organization.
They should also lead the way in influencing
necessary change within their institutions. To
cope effectively global managers need to
continuously revise their images of self, role,
and organization, so that attitudes and behavior
are modified accordingly. Being an
effective global leader therefore demands enhancing
both cognitive and affective skills to make a
difference.
A global leader must earn the trust
of the group, work with them, and take the time
to build self-worth. Leaders are expected to be
nurturers, coaches, and mentors who work with
followers to ensure success. The best
global leaders have not only been taught how to
self-coach but how to coach those around them.
They are aware of their self and the behaviour necessary to empower people to
take action, to solve problems, and to voice
their ideas.
Being our best
self requires reflecting on an accurate view of
our self and our relationships with others and
the world around us. It is complex and
thoughtful process that is challenging and
demanding and best guided by a specialist
trained master coach. Self-awareness is
assessing the ground (justification) of one's
beliefs and values. Reflective practice requires
examination of prejudices, distortions, and
prior learning to examine if what was learned is
justified in today's world. The behaviors
and attitudes are shaped by the images,
assumptions, and stories that are carried in our
minds -they are mental models that are often
untested and unexamined. Reflective practice
with a trained Master Coach is an interactive, collaborative
process.
Competent
leaders work with their specialist
developmental coaches to do the hard
work of examining their practice and the
influence that their behavioral aspects have on their
decisions. The world is created by what
individuals choose to notice and what makes
sense to each person. No two persons see the
world in the same way.
Summary:
Behavioral-based
coaching
sessions provide the time, space, and learning
opportunities and
a depth of questioning that
allows leaders to escape the bounded thinking of
their own
professional, organizational, and
national cultures.
Behavioral-based
coaching
equips Global Leaders not only to be
successful change agents for themselves but also
for those diverse group of people they lead and
relate to in the global village/economy.
New places, new people and new times = new thinking
and change skills
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3
Critical Coaching Abilities -the development professional
requires to create
a successful development plan for
a global leader:
1)
The ability to locate, assess and measure the appropriate
behavioral aspects impacting upon a
a
specific
professional or personal 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 cultural context in which the leader operates.
Global
Leadership Best Practice:
-Best World Practice, Best Industry Practice, Best
Practice Assessment.
Case-study analysis:
-best-practice initiatives conducted
by the top industry leaders and practitioners are
analyzed. What do they do that sets them apart? How do
they deliver the results? What impact has it had on their
people and business performance? How do they stay on the
"learning edge"? "How to
apply the practices that best apply to
you."
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What
you will acquire and learn by working
side-by-side with Dr.
Skiffington:
Note:
the following content is an overview of the
specialist workshop.
As the
course is tailor-made, it will vary in
focus and subject
matter according
to the learning goals and business needs of
the participants.
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study of Global Leadership Coaching with Dr
Skiffington will build advanced-level
development competencies from three elements:
You
will receive a firm grounding
in the application of a range of proven
behavioral-based intercultural
learning and change models which generate
sustainable, measurable skill acquisition.
Because the
Institute's work contributes to that
theory, your course participation means you are
only provided
with valid and reliable best standard practices
and action templates and not generic,
"one-size-fits-all",
out-dated training practices.
You will receive a firm
grounding in the underlying social scientific
methodology and engage in
'hands-on' application
of easily learnt, practical,
"real-world" intercultural
personal skills. Unlike other
academic graduate programs, this course is
tailored to fit the small group's individual
needs. Also,
the depth of this fast-tracked, customized
course provides the small number of
participants the ability
to reach the highest level of understanding and
development in the shortest time.
With the course's elite masters-level coach
skill training and an invaluable, post-course
1-to-1
development support program, our graduates are
equipped to successfully
build and manage
developments programs at the highest level in international
business and government affairs. |
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Templates,
Tools, Techniques and Best Practices |
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 -
several empirically proven
Models of Coaching (including the solution focus and
cognitive models etc) that have
a basis in the behavioral-sciences
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the Behavioral-based Coaching
Model
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how
to select
the appropriate Leadership Development Coaching Model
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the
Ten Step-by-Step Coaching BluePrint™
to building
best-practice Coaching
Programs: client
education, data collection, planning,
behavioral change,
measurement,
evaluation and maintenance etc
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the Five
Forms of Coaching: coaching education, skills
coaching, rehearsal
coaching,
performance coaching and self-coaching
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how to build a Developmental Executive Coaching Program
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the necessary change models that form a
platform for a new successful global career
contract
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how to use assessment
and diagnostic tools to assess global leadership skill sets via
themselves, their peers and
their coach/instructor
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how to select the
appropriate Cross-Cultural / Intercultural
Global Leadership Development
Coaching Models
with a behavioral-science basis
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other industry proven, validated cultural
awareness models and methodologies
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proven personal behavioral change tools and techniques
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the First Basic Educational Steps -the Cultural
Briefing (preparatory to undertaking
Personal/
Professional
Development)
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how
to build a Partnership Strategy with your
Managers/Leaders
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the Principal Strategies employed in
Cross-Cultural Coaching
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how to Build Trust Across Cultural Boundaries
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Intercultural Communication and Intercultural
Awareness
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a Model for Cultural Awareness
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Cross-Cultural
Competence
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Global Leadership Skills Rating
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how to coach
Multicultural team members to leverage
their differences to become high producers
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Key Global
Leadership Behavioral Competencies to develop
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developing key Global Leadership Social Skills
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the Critical Factors required for successful behavioral change
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behavioral Assessment Instruments and follow-on data interpretation
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obtain measurements of behavior
and maintenance of behavior change
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how to align
Leadership behavior with the Organization's
Global Business Objectives
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how to identify behavior
patterns that can harm the talented global leader
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how to identify
and work with the different types of organizational
behavior,
personal
behavior, leadership behavior,
political behavior, cultural behavior, InterGroup and
Group behavior
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how to develop the
leader's ability to change
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how to develop 'High
Potentials'
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how to coach
Expatriate Managers and their
Spouses/Partners
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how to coach Repatriated
Managers and
their
Spouses/Partners
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how to teach the leader to
inturn become a coach to those around them
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how to manage
derailment turnarounds, Dysfunctional
Behavior and
Non-Rational Behavior
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how to use a Three-stage Transformational Model for group/departmental change
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how to develop a
range of required coaching interventions
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how to prepare, design and conduct a
session
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how to use leadership skills practice tools
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how to chart
the progress
of behavior and learning practice
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how to
use outcome/results measurement
tools
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how
to use Return on Investment in Leadership
Development (ROI-LD)
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how to use
the relevant processing forms and reports
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how to use
proven marketing strategies for in-house leadership
programs
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how
to design group workshops
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how to overcome
any individual, group and organizational
resistance
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your
coaching skills
self-assessment
-
during the workshop you will also engage in coaching role play
exercises and receive
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feedback on your coaching by Dr Skiffington
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you will also receive reference materials (important case studies, articles, papers) and,
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practice guides, study materials and resource listings
etc
supplied as part of the
course
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Global
Leadership Master
Coach Practice Library |
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Exclusively compiled for
each participant -by the Behavioral Coaching
Institute (our
parent organization and the acknowledged
world leading developer of leadership
coaching technology /knowledge) and, the Center for
Applied Behavioral Coaching
(the Institute's global research and publications
center) |
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Our
select participants obtain a set of up-to-the-minute, cutting
edge, comprehensive resource manuals that are meant to
be used as an ongoing learning program/library of
information beyond the course. Students are also provided
and shown how to use actual Templates, check sheets, forms, and
procedures developed over several years by some of the
world’s leading coaching practitioners who work with Dr
Skiffington. Graduates can customize and re-brand these
valuable tools, techniques and templates to build a solid
'world best-standard' structure for their own global
leadership development programs.
- Extensive Resource and Practice Materials
(several
hundred plus
pages) include:
A comprehensive and tailored Workshop
Manual is provided
to each participant
An invaluable, extensive Resource
Manual (containing
industry case studies, articles, reports,
references and assessment sources etc) -that
provides a personal and generative
developmental
path for continued learning for each graduate.
 A
priceless Master
Coach Template Toolkit..
-which
forms the core of the critically important Coaching
Practice System
for the global
leadership development coach. This invaluable Toolkit (on disc) contains free leadership
program coaching
forms, reports, assessment instruments and other coaching
materials, tools, models and STEP-BY STEP PROGRAM TEMPLATES
-all of which the graduate
can re-brand and personalize. The
cost of the instruments alone would be at least $3000 in
total. These invaluable
workplace tools are now included, at no extra cost, in
the customized course.
Return
on Investment in Leadership Development (ROI-LD):
Our course is the only
international coach training program that provides personal
instruction in how-to-use the necessary validated tools for
obtaining and measuring lasting behavioral coaching outcomes and
producing a ROI scorecard.
ROI
(return-on-investment ) - Participants in the Masters-Level course
learn how to:
- develop an evaluation (ROI) architecture that includes business
goals, initiative objectives, and evaluation
objectives
- calculate the ROI and ROE
- use various types of hard and soft data collection plans
- use intake and outcome assessments
- calculate ROI
for both observable (behavioral) and inferable (developmental)
changes
- convert data to monetary, production values and,
- identify direct bottom-line program effects and flow-on
intangible benefits etc..
Assessment Instruments/Questionnaires:
-available on disc which the graduate can re-brand for their own
use include:
The course introduces some of the major
assessment instruments used and includes a critical
evaluation of a wide range of assessment instruments and
their practical use and interpretation.
Dr.
Skiffington
is the first coaching educator to provide (to
qualified coaches) a world standard, validated, professional coaching tool
package. Participant's also learn how to:
-
use and select the right validated instruments
-
understand the principles of validity and
reliability
-
determine which instruments
you will and won't
add to your own tool kit, and be taught
-
the uses, benefits and timing of various
instruments.
Our
select students are also provided and shown how to use actual
check sheets, forms, and procedures developed over several years
by some of the world’s the top leadership coaching practitioners who work
with Dr Skiffington. Graduates can customize and re-brand these
valuable coaching tools, techniques and templates to build a solid
structure for their own programs. |
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"Dr
Skiffington’s compelling
understanding of the leadership coaching
profession and
effective strategies to behavioral coaching are
unsurpassed. She provides the best possible
environment to learn the rigor and skill of effective
coaching”.
- Dr Christopher T. Jones. Chief,
Division of
Training, U.S. F.W Services |
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The
Institute's Support Program:
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"Stay
ahead of your field"
-How to ensure your
development programs success and are
always in possession
of the latest technology:
Project
Support Program:
Leadership coaching has little resemblance to the fuzzy 'model'
promoted by the large online course marketers, many regional
providers and commercially oriented "international
coaching" associations.
Dr Skiffington (acknowledged as one
of the world's leading authorities in leadership/executive coaching),
for over a decade, has been teaching, developing and delivering proven
behavioral-based coaching practices that are
replicable and codifiable.These "world-best" standard
practices and business models have validity of use because
of their known, measurable, sustainable success.
By working with
hundreds of American, UK , Australian, European and Asian
organizations, Dr Skiffington understands the unique
organizational coaching
challenges and support requirements faced by our corporate,
government and private clients. Equally, as one the world's
leading researchers and developers of leadership development technology and after training and
certifying over 1,000 coaches from over 30 countries, Dr Skiffington
(as a long-term practitioner herself) intimately understands the
personal
and technical needs and ongoing support necessary for leader
developers to
achieve
continued success.
Keeping
the momentum and keeping pace with current world-best standard practice
Dr
Skiffington's long-term
experience clearly shows that you will significantly
enhance your program's success factor and simultaneously lower
your overall development costs with the right 'technical and
intellectual support'. Because Dr Skiffington, is
literally, only able work with a small
number of select clients we are able to customize their Support
Program to meet their changing requirements and provide 'need-to',
personalized support at the highest level.
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| 1-to-1
Pre and Post Course Mentoring |
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Pre-Course
Preparation:
To help
your fast track your group's learning -we have provided an early commencement/study date.
This way, each participant is not restricted to commencing
their studies on
just the first day of the intensive course.
To: a) optimize available workshop time and,
b) reduce the amount of reading and 'home-work'
(in the evenings of the course) --advance
preparation is provided to all participants. The
pre-work also helps participants further define
their specific agenda for the tailored-fitted
course. This preparation ensures that participants
are having their needs met from the first hour of
day one of the short course. All Pre-Work
materials are given to a successful applicant upon enrolment
and are required to be completed prior to attending
the course. Pre-work includes some
preparatory reading and analysis and a
self-administered Coaching Skills
Profile/Questionnaire and Checklist. These
materials are confidential and you will not be asked
to share them with others.
Course participants have a choice of two Pre-Work
format options:
1)
Accessing the Pre-Course Online Learning
Portal (reading material and analysis and
a self-administered coach questionnaire-
available at no cost to the enrolled participant) -and
bringing a completed Checklist to the course.
-or-
2) Accessing the Pre-Course Online
Learning Portal and be also guided by Dr
Skiffington (as your personal study mentor,
1-to-1 via telephone. Cost $295/£UK165 for
1 session). By having Dr Skiffington mentor/call you,
you can also privately discuss your practice
needs and establish a personal and working
relationship in advance of the course. Note: Dr
Skiffington has only a limited amount of mentoring
time available for a small number of
participants.
Post-Course
Professional
Support:
Given: a) the
rapid development of leadership coaching technology, b) that
leadership developers are "resource" people, c) that
global leadership is an emerging profession still defining its
boundaries and, d) the increasingly varied nature of today's
global village/economy -it is important for leadership
development personnel to have a means to reflect
on their coaching work with another experienced, senior, third
party practitioner/mentor. Our support program
not only provides a structured platform for
continuing learning and development for the 'coach', but
also reassures their employer with the knowledge
that their 'coach' has the professional resource back-up
of a respected, industry leader.
Have
a mentor assist you in building your professional
leadership coaching skills:
Whatever the industry sector and
region/marketplace you may be in, Dr Skiffington can help guide
you to best find your right professional coaching
roadmap.
This optional, follow-on support service is
personally provided by Dr. Skiffington and can
involve multiple levels of agreed upon assistance and
guidance such as: guidance on various case issues,
program development, reference to further
resources you may require regards a specific
coaching intervention etc. This
vitally important service/mentorship provided by
Suzanne also ensures her long term commitment to your
own professional development and long-term success.
As
a developer of, and author on coaching
best-practices, Dr Skiffington works with some the
world's leading corporate HR and L & D
Managers/Directors in the
form of an ongoing, co-learning, developmental
partnership. However, all of her mentoring 'partners'
receive equal access to her 'experience and knowledge
base'.
"Our
past cross-cultural programs focused on cultural
awareness and understanding of another
culture’s background
and business styles. However, if leaders are to
successfully achieve their
organization's business
goals they also need to develop a range of behavioral
skills and be
provided self-coaching
change models enabling them to bridge these gaps. Dr
Skiffington's
program delivered our
development team that plus more" -Dr
Peterson -L&D Director, MGMA
Bridging
the gap between knowledge and practice
-Benefits:
The
Masters-level Course provides the specific
templates, tools, techniques,
coaching models etc. that you
require
in your day-to-day workplace. Whereas, this
exclusive mentoring program
provides
the glue to creating foundational strength and
resiliency.
The program:
-
helps
the graduate/coach evaluate how well they are
performing
-
provides
the graduate a safe environment in which to explore
what is happening for them in their coaching
relationships
-
assists
in overcoming challenges
-
helps
the graduate identify and refine what is working well
and what needs further fine-tuning and what to
change
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provides
a means to discuss particular cases with an
objective, respected third party -which of course
is undertaken with a full understanding of the
requirements for confidentiality
-
assists
the graduate in problem-solving and finding solutions
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is
a means for information sharing
-
is
a tangible way for you to show your own 'clients' that you are walking your own talk by
being mentored/coached by Dr. Skiffington.
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Mentoring -Medium
and Frequency:
The mentoring program is
conducted via telephone (for up to 60 minutes or so)
and by appointment -the graduate emails Dr
Skiffington's office and establishes a mutually
convenient appointment time. Dr Skiffington makes the
calls. Frequency varies according to graduates need. Note:
As Dr Skiffington's time is booked three to four
months ahead -mentoring is booked and paid for as part
of course enrolment. |
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The Next Steps.. |
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Note:
All participants receive the
world-recognized Certified Global
Leadership Master
Coach (C.G.L.M.C.)
designation -in recognition of
their advanced study undertaken with
Dr Skiffington. |
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Step
1.
Submission of
Interest Form:
To
discuss how the tailor-fitted course can
best work for you -simply submit the online
'Registration of Interest Form'.
Step
2.
Telephone
Interview and criteria of selection:
Upon receipt of the 'Registration
Form' we email you and arrange for you/the
decision maker to speak with Perry Zeus
(Course Designer and Executive Director of
our parent organization -the Behavioral
Coaching Institute). Perry then calls you,
at an appointed time, to:
a) ascertain your
group's coaching needs,
b) explain how
the tailored professional development
certification course works,
c) confirm available course dates
with Dr Skiffington (due to Dr Skiffington's
busy corporate commitments to her existing
clients only a very small number of dates
are available each year).
e) answer any questions you have
-including
providing a group workshop quote and,
-subject to a mutually satisfactory outcome
of the interview/application with Perry
(and a favourable review of the interview
notes by Dr Skiffington) -a
formal 'Acceptance Letter' and an
attached Invoice to
train/work with her for a
specific course date can be personally
forwarded by Dr Skiffington to a successful
applicant within 48 hours.
A
successful application for a course date is
chosen not only on the group's relevant
professional background/organizational
experience but also their ability to
successfully apply what is taught in the
course.
Note:
1)
Perry does not need to interview each participant. The decision maker/'driver'/'sponsor'
simply
nominates the approximate number of
qualified participants and provides the
names when
available.
2)
As
Dr. Skiffington personally facilitates the
strictly limited number of courses held each
year
internationally: a) there are always more
applications than dates available and, b)
her global travel
schedule/coaching commitments are booked
months in advance.
3)
In
fairness to our existing corporate clients
and Dr Skiffington having to say
"no" to other pending
applicants --to guarantee a
limited course
date a successful applicant is required to:
a) remit a course security deposit
within 14 working days of our
forwarding
the
'Acceptance Letter' (with the balance usually
required within 30 days)
or,
b) pay
the course fee in full within 30 days of
receiving the 'Acceptance Letter'.
Step
3.
Special
Group Booking Fee Schedule:
The
per person price for a three-day, tailor-made Certified
Global Leadership Master Coach™ In-House
Course delivered at your site
is dependant upon*:
a) location of site (eg; Dr Skiffington's preparation
and travel time, flight costs etc) and, b)
the number of participants (see below). For
example -in:
-USA, Canada, Europe
and Asia:
(approximate cost*)
- Number
of participants: -for 7 to 12 persons = price-by-quotation
-for 6 (usual minimum) = $us3,950 per
person.
-for 5 or less = price-by-quotation
-UK (approximate cost*)
- Number
of participants: -for 7 to 12 persons = price-by-quotation
-for 6 (usual minimum) = GB£1,995
per person
-for 5 or less = price-by-quotation
-Australia:
(approximate
cost*)
- Number
of participants: -for 7 to 12 persons = price-by-quotation
-for 6 (usual minimum) = $A3,950 per
person
-for 5 or less = price-by-quotation
Note:
-The cost of Dr Skiffington's airfare and
living expenses are borne by her.
-The client is responsible for the
arrangement and provision of a suitable
course venue and business
class hotel accommodation for Dr Skiffington.
Step
4.
Workshop
Content:
Dr
Skiffington personally confirms the required
course content and structure with the
successful applicant
/contact person for the course. Just prior
to the course Dr Skiffington's office then
forwards the client a copy
of the proprietary, customized course (on
disk) to enable the photocopying of
the course materials and their
placement into the participant's course
folders
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>>>
Contact us via our Registration of Interest
Form and we will arrange for you to speak with our Course Registrar,
Perry Zeus.
- Click
here to submit your REGISTRATION OF INTEREST FORM Now!
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