Behavioral Coaching is a combination of processes, models and methodologies used by coaches to bring about lasting behavioral change on the part of clients
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Read this paper to learn how to build a winning coaching program, select the right mix of coaching techniques, and measure the effectiveness of the coaching program.
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
Developing the Coaching Skills for Your Managers and LeadersErin Boettge
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important?
In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development?
In this webinar you’ll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A “coaches toolkit” that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
Cultivating the Growth Mindset in the OrganisationMarian Willeke
This deck is about how to tacitly promoting growth mindset from an designer and manager's perspective in order to increase a learning organisation's capabilities.
A short explanation of the difference between training, coaching and mentoring. This is pretty important for coaching leaders as you need to be aware of what development intervention you are using and sometimes, we need to let our people know which hat we are wearing here.
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Read this paper to learn how to build a winning coaching program, select the right mix of coaching techniques, and measure the effectiveness of the coaching program.
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
Developing the Coaching Skills for Your Managers and LeadersErin Boettge
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important?
In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development?
In this webinar you’ll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A “coaches toolkit” that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
Cultivating the Growth Mindset in the OrganisationMarian Willeke
This deck is about how to tacitly promoting growth mindset from an designer and manager's perspective in order to increase a learning organisation's capabilities.
A short explanation of the difference between training, coaching and mentoring. This is pretty important for coaching leaders as you need to be aware of what development intervention you are using and sometimes, we need to let our people know which hat we are wearing here.
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
Gaining accountability is through effective coaching. Giving effective feedback is critical to the process. This presentation provides techniques and do's and don'ts of giving feedback.
The story of how Digital Cultures helped introduce Moodle within a WebCT shop at the University of Sydney.
NOTE: Eight full screen slides of this presentation are followed by the same slides with notes on the talk.
These slides are for a lightening talk at the Open Education Workshop Nov 21, 2008 at Macquarie University's Graduate School of Management organised by ASKOSS http://opened.notlong.com
_Enhance your Growth in Effective Psychology Supervision (1).pptxThe Harvest Clinic
Psychology supervision is a professional relationship between a more experienced psychologist and a less experienced supervisee, aimed at supporting the supervisee's development and enhancing their clinical skills, ethical understanding, and professional competence. It occurs in clinical practice, research, and academia, involving regular meetings, discussions, theoretical exploration, ethics review, and reflection on the supervisee's personal and professional growth.
Clinical Supervision in Alcohol and Drug Abuse Counseling - Part 1Chat 2 Recovery
Powerpoint presentation created by Nick Lessa on Clinical Supervision in Alcohol and Drug Abuse Treatment. Nick is the CEO of Inter-Care and Chat 2 Recovery. Intercare is an outpatient addiction treatment program in New York City and Chat 2 Recovery is an innovative online addiction treatment program. For more information, visit www.chat2recovery.com
How Intelligent Leadership Styles Produces Behavior ChangePhillip Ash
Many leadership training and development programs do not produce behavior change. This presentation describes how the Intelligent Leadership Styles program does produce behavior change.
Coaching From an Organizational Development PerspectiveCoacharya
Coaching is seen as an individual process working towards behavioural change. It is. However, unless the individual is addressed as part of the system he or she belongs to (a family, an institution or an organisation and in integration with them), behavioural changes will not sustain.
This systemic perspective is the central theme of Organisational Development (OD). Use of self at the individual level is integrated seamlessly with team and organisational alignment in systemic OD approach to coaching. Systemic approach adds maximum value to the organisation and teams within, in addition to individuals. Every coach should become familiar with this approach.
During this session, Kathy Lippert will discuss this OD approach with Jackie Bsharah.
Blogpost: https://coacharya.com/blog/coaching-from-an-organizational-development-perspective-video/
PHI 2604 – Critical Thinking/Ethics Handouts Lenel
Rev. 5/2020
Subjective Ethical Theories
I. Emotivism Criticism
According to this theory, moral judgments have
no cognitive content, thus no truth value. Moral
judgments merely reflect subjective attitudes
and emotions. Without a truth value, there can
be no moral statements! Thus, “it is morally
wrong to hit an innocent child” becomes a moral
utterance, neither true nor false.
The theory contradicts many of
our deeply held moral
convictions. For example, the
theories denies that, “Killing
babies for fun is morally wrong”
is a true statement.
II. Approbative Ethical Theories
A. The Divine Command Theory
According to this theory, an action is only morally
right because God approves of the action. But, if you
ask why God approves of the action, there seems to
be nothing to say. Thus God has no moral reasons
for that of which He approves!
The theory robs God of having
moral reasons for that of which He
approves.
B. Subjective Relativism
According to this theory, an action is morally right
simply because the agent (the one doing the action)
approves of the action. No matter how atrocious the
behavior may appear to others, as long as the agent
believes the behavior is morally right, it is!
The theory implies that every
individual is morally infallible, which
is extremely unlikely to be true.
C. Cultural Relativism
According to this theory, an action is morally right
because one’s culture approves of the action. Thus it
is cultures who create moral values by believing in
them collectively. If there is disagreement within a
culture, then an action is morally right because the
majority of one’s culture approves of the action.
This theory implies that there can
be no moral progress over time. It
implies that every culture (past and
present) has moral values that are
equally correct. The theory implies
that moral issues can be settled by
taking a survey. Far from justifying
the moral rightness of tolerance,
the theory undermines the view
that tolerance is objectively morally
right, as well as any other objective
moral value. Finally, while it does
recognize that individuals can be
mistaken in their moral judgments,
it does imply that every culture is
morally infallible, which is
extremely unlikely to be true.
Signature Assignment Instructions
Deliverables:3
Week 9: Written report due on Saturday
Paper:
The past 7 weeks, we learned about Leadership to demonstrate your understanding. The signature assignment will pull together the assignments for each week and you will submit a paper that addresses the following.
You own a consulting firm specializing ...
In this presentation at the 2014 Canadian Society for Training & Development, Behavioral Change Expert Heather Hilliard explains why training and development programs need to take into account how the brain learns and provide opportunities for individuals with different brain styles to get the experiences they need. Organizations waste billions of dollars yearly on poorly designed and executed programs that fail to improve overall leadership and employee performance.
A presentation on Real Time Team Coaching originally given by Barefoot Coaching Director, Kim Morgan at the 2015 West Midlands Coaching and Mentoring Conference. Offers an introduction to two key theories and practices for Real Time Team Coaching and suggested reading for further learning.
•Details an innovative, proprietary business system and step-by-step process to help consultants build their businesses and increase revenue
•Addresses the consultative sales process with a proven methodology
•Helps to give consultants the confidence to develop powerful relationships with the right people and drive greater value-based revenue
•Demonstrates how consultants can join the top 10 percent of the profession and be rewarded accordingly
•Covers key business issues, including financials and metrics
Build, grow and transform your consulting business
Learn Odyssey: The Business of Consulting to generate better revenues with the right clients. Webinar- Coach supported with a residential Master Class
1. BEHAVIORAL COACHING
WHAT IS IT?
Dr. Shayne Tracy, CMC, OCC
ASSOCIATION OF CORPORATE EXECUTIVE COACHES
HTTP://WWW.ACEC-WEBSITE.ORG CB@ACEC-WEBSITE.ORG
908.509.1744
2. DR. SHAYNE TRACY CMC
Senior Facilitator, Behavioral Coaching Institute
Consultant, Newhouse Partners
Dr. Shayne Tracy is a Strategic Organization Development
Specialist and Master Coach. He is a trusted advisor to
senior managers and executives in the creation of
personal and corporate value.
Dr Tracy has joined the Board and is a Shareholder of
Odyssey Transformational Strategies and Odyssey
Consulting Institute
Shayne’s activities include strategic planning, business
restructuring, performance
management, assessment, diagnostics and executive
coaching.
Shayne is also a Senior Facilitator with the Behavioral
Coaching Institute and he certifies Master Coaches
worldwide.
3. ABOUT DR. SHAYNE TRACY CMC, OCC
Educator: Teacher, Principal, Assistant Superintendent Human
Resources
Business founder: HR Technologies Inc.
Shareholder: www.hyperstreet.com
Organizational Development Specialist: www.newhousepartners.com
Certified Behavioral, Values, Attributes, Skills
Professional, Pathfinder Career System
Odyssey: The Business of Consulting-Director and Facilitator
www.odysseyconsultinginstitute.com
Certified Master Coach: www.executivecoachworx.com
Senior Facilitator-Behavioral Coaching Institute
www.1to1coachingschool.com
4. OPPORTUNITIES FOR BEHAVIORAL
COACHING
Climate of continuous change
Environment of “tight” economic realities
Corporate awareness of need for internal coaches
International corporate growth
Multi-generational workplace environment
Cross-cultural interpersonal dynamics
Expanding body of research supporting behavioral coaching
initiatives
5. INFLUENCE OF BEHAVIOR
BASED COACHING
Behavior-based (evidenced-based)
coaching is a third wave psychological
approach (looking forward and not
backward) to achieving sustainable
behavioral change in a relatively short
time frame
6. “Do not judge, and you will
never be mistaken.”
—Jean Jacques Rousseau
MASTER COACH PRINCIPLE
Jean Jacques Rousseau
8. WHAT IS BEHAVIORAL COACHING?
Behavioral Coaching emphasizes generative behavioral
change, concentrating on strengthening self- identity and
values, and bringing new or reframed vision and goals into
practical, achievable reality
Behavioral Coaching involves helping people effectively
achieve outcomes on a wider range of levels
(emotional, social, skillful, intellectual, self-
conceptual, motivational, valueful)
9. THE ROLE OF BEHAVIORAL
COACHING
Consulting
Training
Mentoring
Counseling
Behavioral Coaching
Knowledge
Competencies
Psych-Social Practices
Learning Processes
Behavioral Models
Change Processes
11. WHAT IS BEHAVIORAL COACHING?
is creating a safe, supportive environment for
someone to have their “internal conversation”
out loud
lives in use of language—language of change—
change language
2 interchangeable power verbs “think” and
“feel”
is creating a behavioral context for planned, self
directed action and focused results
engaging emotions and feelings
12. WHAT IS BEHAVIORAL COACHING?
is getting to “soul-talk vs. self-talk”
depth of “Understanding’ is the beginning of behavioral possibilities
is designing “actions and behaviors” that match “new conversations”
adopts a scientific approach to coaching to bring about
measurable, sustained learning acquisition and change
13. THE ELEMENTS OF A VALUES-BASED
BEHAVIORAL COACHING PRACTICE
Behavioral Based Coaching is grounded in a distinctive set of core
values and principles that guide behavior and actions
Democratization
Self-awareness
Authenticity
Empowerment
15. BEHAVIORAL COACHING AND
LANGUAGE
Behavioral Coaching acknowledges the medium for influencing is
language*
Consequently most of the strategy and dialogue about coaching is
about the use of different value words and how they are applied to
coaching situations
*The language of change is change language
—Dr. Shayne G. Tracy
16. What kind of person do I want to be?
What do I want to do?
What do I want to have?
17. BEHAVIORAL COACHING PATHWAYS
Helping Change Path
A set of values aimed at helping others change
Implicit in this developmental path are different approaches to personal
change and personal goal achievement
Helping Path:
amending, teaching, counseling, servicing, wisdom, compassion, interpre
ter, presence
18. BEHAVIORAL COACHING PATHWAYS
Empathy Path
A set of values that suspend ones own self-interest in the interest of
understanding and appreciating the “values” of others
Empathy Path:
affection, reciprocation, inquiry, consideration, appreciation, open-
mindedness, empathy, inclusion, or interdependence, selflessness
19. BEHAVIORAL COACHING PATHWAYS
Leadership Path
Values oriented towards using others to achieve your organizational
coaching goals
Leadership Path: achieving, supporting, managing, influencing, leading,
architecting, navigating
20. The Behavioral Coach Arena of Influence
Emotions
Feelings
Physiology
The Brain Beliefs Values Attitudes
Behavior
What We Do and Say
Development
Issue
Needs
Learning
21. PROCESS LEVELS IN BEHAVIORAL
COACHING
Behavioral performance/outcomes/ actions: what, specifically,
must be done or accomplished
Environmental factors, the where and when, are determined by the
organizational culture
Capabilities refer to the mental maps, plans or strategies, the how
actions are selected and monitored
22. PROCESS LEVELS IN BEHAVIORAL
COACHING
Beliefs and values reinforce or inhibit capabilities, actions and
motivation, the why a particular path is taken
Identity factors relate to people’s sense of their role or mission, a
function of who a person or group perceives themselves to be
Spiritual factors relate to people’s view of the larger system of which
they are a part, the for whom or for what a particular action step or
path has been taken (the purpose)
24. Point A
Current State
Inner Dialogue
Point B
Future
State?
Possibilities
Empowerment
Ownership
Accountability
Responsibility
Behavioral Change
Start With the End in View
29. No single model or theory can explain all of the personal variables that an
individual experiences in the process of change
As coaching professionals become familiar with behavior change models
and access validated behavioral change tools they can facilitate creative
solutions to serve client needs and situations
30. PRIMARY DISCIPLINES INFORMING
BEHAVIORAL BASED COACHING
Cognitive-Behavioral Approach
How to enhance thinking skills, conceptual thinking and decision making
Solution-Focused Approach
Identifying what works and doing more of it while replacing what doesn’t
work with alternative behaviors
31. SECONDARY DISCIPLINES INFORMING
BEHAVIORAL BASED COACHING
Organizational and social psychology focuses on and explains
individual and group behaviors
Clinical psychology provides validated methods of assessment and
self-management
Systems approach looks at the organizational forces supporting or
sabotaging progress
Humanistic psychology explores meaning and authenticity
32. SECONDARY DISCIPLINES INFORMING
BEHAVIORAL BASED COACHING
Behavioral coaching incorporates social learning
theory, constructivism, organizational psychology, developmental
psychology, and logotherapy
Psychodynamic theory furnishes the constructs of self-
awareness/insight and defense mechanisms
Sports psychology concentrates on goal
setting, focus, motivation, and commitment
Philosophy also influences the behavioral coaching model in that
coaching inevitably addresses an individual’s view of the world and
his or her guiding philosophical or moral principles
33. ARENAS FOR BEHAVIOR-BASED
COACHING
Executive Coaching
Global Executive Coaching
Leadership Coaching
Management Coaching
CEO/Directors Coaching
Business Services Coaching
Business Development Coaching
The Small Business Development Coach
The Sales Coach
Career Coaching
Communication Coaching
Coaching Educators
The Tertiary Coach
Health Care Coaching
Political Leadership Coaching
34. Recommended Books
Behavioral Coaching-Dr. Suzanne Skiffington and Perry Zeus
Coaching With The Brain in Mind-David Rock, Linda J. Page
Executive Coaching With Backbone and Heart- Mary-Beth O’Neil
Psychology of Executive Coaching-Theory and Application-Bruce
Peltier
35. Thank you for your participation!
ASSOCIATION OF CORPORATE EXECUTIVE COACHES
HTTP://WWW.ACEC-WEBSITE.ORG CB@ACEC-WEBSITE.ORG
CB BOWMAN 908.509.1744
SPEAKER INFORMATION:
Dr Shayne Tracy CMC, OCC drtracy@behavioralcoachinginstitute.com
1.416.737.0407
Skype: shayne.tracy
Editor's Notes
As one of the largest fee-only investment managers in the state of Georgia, our job is to help you chart out your own course to retirement. Here, presenters should place their credibility statement, education, title, and/or years of experience.