Change SolutionsExecutive Coaching & Leadership Solutions

Business Services Leadership Development & Coaching

Training Services

Greater Philadelphia Area • 321-720-6411 • fvinagre@bxchangesolutions.com• Mon - Fri 8am to 6pm • Weekends: appointment only

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Table of Contents

About BX Change Solutions ........................................................................ 3

What is Organizational Behavior Management (OBM) .......................... 4

Applied Behavior Analysis ........................................................................... 4

Performance Improvement Process & Methadology ............................... 5

BCS Coaching Program Standards ............................................................. 5

Executive Coaching & Leadership Development ..................................... 6

What Areas are CEO’s Getting Coaching in? ............................................ 6

Succession Coaching .................................................................................... 7

Performance Management Consultations.................................................. 8

Business Process Modeling......................... ................................................. 8

Business Training....................... ................................................................... 9

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About Bx Change SolutionsExecutive Coaching & Management Development

Biography: Serving as an expert in Behavior-Based strategy, Fernando Vinagre, has focused his professional career to areas such as Best Practices, Performance and Consequence Systems, and Performance Improvement. While managing at all levels of organizations, he has experience leading projects / initiatives that improve productivity and safety across a variety of industries.

Mr. Vinagre has experience in Evidence-based Practices, Workplace and Executive Coaching, Motivation, Leadership Development, Training / Instructional design, and Organizational Change Management.

Today, as founder of Behavior Change Solutions, a consultancy for Management, Mr. Vinagre has focused his Behavior Analysis skill set towards Executive, Corporate, and Team Leadership development, Succession Training, Career & Transition Training, and Life Coaching.

Mr. Vinagre, with a Master Degree from Florida Institute of Technology, is both clinically and organizationally trained and holds a National Board Certification in Behavior Analysis.

Company History

Bx Change Solutions, LLC (BCS) is a consultancy that has devoted their efforts towards expanding the Science of Applied Behavior Analysis, and specifically Organizational Behavior Management (OBM). Our goals and mission are devoted to establishing a technology of broad-based performance improvement and organizational change so that employees will be more productive and organizations will be more effective and efficient in achieving their goals.

Starting our careers as clinical practitioners, treating abused and neglected children and adolescents, we experienced first hand the positive impact that our Behavioral Sciences can have on changing the negative behavioral patterns that caused those children from being able to move beyond their abusive histories. The positive effects lied, not in the efforts of changing these histories or in attempting to change their personalities, but in developing/creating new replacement behaviors that would build on Goal Attainment, building positive relationships, and maximizing Learning potentials.

After many years of practicing, BCS was formed for one purpose alone- Impact! The realization of the impact that Behavioral Sciences could have, not only in the Mental Health/Behavioral Health Industry, but generalized across all industries. So as a result, BCS focused its teachings on the group that has the greatest impact- Our Leaders. So today, we are offering your Leadership and Management teams a new approach to Leadership development. You no longer have to settle for Coaching strategies that cannot produce sustainability, or establish a measurement of their improved-upon goals. When a Behavior Change approach is taken, each Goal is broken down to measurable and observable behaviors that can be tracked by the organization in proof of positive change.

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What is Organizational Behavior Management (OBM)?

The field of Organizational Behavior Management (OBM) consists of the development and evaluation of performance improvement procedures which are based on the principles of behavior discovered through the science of Behavior Analysis. These procedures are considered to be within the scope of OBM when they focus on improving individual or group performance within an organizational setting.

OBM draws upon basic and applied research in Behavior Analysis plus the research and practice in Performance Management and Behavioral Systems Analysis.

OBM is the only scientific approach to improving performance by using the concepts and principles of Applied Behavior Analysis.

OBM comprises a research base of methods and applications with proven effectiveness in the areas of:

• Work Motivation, Supervisory Effectiveness, Leadership & Executive Coaching• Injury Reduction, Quality Improvement, Change Management• Incentive & Reward Systems, Reinforcement & Feedback Systems • Performance Management and Behavior-Based Safety

Applied Behavior Analysis

Applied Behavior Analysis (ABA) is a science devoted to the understanding and improvement of Human Behavior.

What sets ABA apart? “The answer lies in its focus, goals, and methodology. ABA focuses on objectively defines, observable behaviors of social significance. It seeks to improve the behavior under study/target, while demonstrating a reliable relationship between the procedures employed and the improvement.” (Heward & Cooper, 1987)

How does this apply to your Organization? Out individualized assessments are developed to specifically

and objectively define your Coaching and Development needs. Once these needs are identified, our tools are scientifically structured to guarantee a functional relationship between the tools that we implement and the observed positive behavior changes of your management that we align and work with.

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Performance Improvement Process & Methodology

Based on Behavior-Based Performance Improvement Processes:

Behavior-based performance improvement process applies the principles of behavioral psychology. Most notably first used by B.F. Skinner and Ivan Pavlov, to human behavior in an organization.

Every aspect of your organization is dependent on human behavior to function. Even IT solutions depend on proper human interaction in order to work properly. Every step of the process that occurs in your organization is a string of behavioral patterns. Managing human behavior within an organization is a largely overlooked aspect of running a business, but is essential to making it successful.

We at BCS, whether the goal is instituting Change Management Methodology, Process Improvement Methodologies, or other types of methodology such as Six Sigma or Lean Processes, believe that the inclusion of performance improvement techniques in this process is a large part of what separates us from other consultancies. Many traditional consultant services very effectively inform you of what you should do differently, but often not how to implement or even sustain those results. Through our detailed implementation planning and the use of behavior-based performance management to facilitate change, we believe that we have developed a highly effective system for improving the work flow in your organization.

BCS Coaching Program StandardsINDIVIDUALIZED:

At BCS, our Coaching Program is a highly personalized and individually tailored to meet the goals and outcomes of each organization. In following the Learning literature, we believe that the best approach to Professional Development is to develop and maintain the behaviors that support and contribute to this development. As a result, our Coaching Program operates under a Single-Case Design, or plainly stated, individualizes each Coaching initiative to meet the specific needs of each Leader, as each leader presents with a different set of knowledge, skill sets, experiences, and goals.

EVIDENCED-BASED:

BCS’s Coaching Program also upholds the principle of Evidenced-Based (i.e. Research Based) Practices. Everything we do is grounded in research-supported practices and principles. And this is quite difficult, considering that the Coaching Literature has only been conducted within the past 25 years, leaving many areas that have yet to be studied and verified. However, BCS counteracts this deficit by incorporating research from Applied Behavior Analysis, Learning Theories, and Best-Practices in Business into its practices, recommendations, and development plans.

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Executive Coaching & Leadership DevelopmentBCS focuses on Executive Coaching, Management Development Training, and Succession Training that utilizes the unique Behavioral Science methodology. Derived from the Science of Behavior Analysis, the study of Human Behavior, BCS strives to bring a more systematic and applied approach to leadership development while building new and effective skill sets that are amenable to advancing through a Corporate environment.

We take pride in differentiating ourselves from our Coaching competitors by bringing a data-driven and outcomes-based approach to the development of your managers and executives.

• How many times have you found yourselves paying top dollar for a service that could substantiate adetailed result?

• How many times have you re-signed a performance improvement service contract because you FELT(unsubstantiated) that things were getting better?

Here at BCS, as scientists and researchers of Human Behavior, we are not interested in luring you with promises of Personality changes or upgrades or even helping you produce an Executive Personality Type. These terms are meaningless concepts (a.k.a “Explanatory Fictions) without the behaviors that produce organizational goals and outcomes that drive deliverables!

And that is what we specialize in changing or developing - BEHAVIORS!

What Areas are CEO’s Getting Coaching in?The priorities of CEO’s and board often differ.

CEO is Working on this Skill CEO’s Believe this Skill Needs Development Directors Believe this Skill Needs Development

Con�ict Management Skills

27.9% 42.9% 18.3%

Listening Skills

20.9% 32.1% 20.7%

Delegation Skills

37.2% 35.7% 22%

Planning Skills

18.6% 25% 14.6%

Mentoring Skills

23.3% 21.4% 24.4%

Team Building Skills

23.3% 21.4% 24.4%

Communication Skills

18.6% 32.1% 11%

Decision Making Skills

9.3% 17.9% 11%

Interpersonal Skills

14% 14.3% 13.4%

Interpersonal Skills

14% 14.3% 13.4%

Motivational Skills

7% 10.7% 7.3%

Con�ict Management Skills

27.9% 42.9% 18.3%

Listening Skills

20.9% 32.1% 20.7%

Delegation Skills

37.2% 35.7% 22%

Planning Skills

18.6% 25% 14.6%

Mentoring Skills

23.3% 21.4% 24.4%

Team Building Skills

23.3% 21.4% 24.4%

Communication Skills

18.6% 32.1% 11%

Decision Making Skills

9.3% 17.9% 11%

Interpersonal Skills

14% 14.3% 13.4%

Interpersonal Skills

14% 14.3% 13.4%

Motivational Skills

7% 10.7% 7.3%

Source: 2013 Executive Coaching Survey, Stanford University and The Mills Group

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Succession CoachingSuccession Coaching (High-Potential / Developmental Coaching): The coach works organizations to develop the potential of individuals who have been identified as key to the organization’s future or part of the succession plan. The focus of he coaching may include assessment, competency development, or assistance planning and implementing strategic projects. The succession coach specifically helps assess candidates for senior management positions and prepares them for promotion to more senior roles.

New Leader / On-Boarding Coaching: Coaches of individuals that are assigned or hired into new leadership roles help these leaders to accelerate their assimilation into and effectiveness in the new position. The goal of the coaching is to clarify with the leaders key constituents the most important responsibilities of the new role, the deliverables of the first few months of the new assignment, and the ways in which the position is interdependent with others in the organization.

Team Coaching: Coach works with a group, department, or team of employees to establish their team, mission, vision, strategy, and rules of engagement with one another. Coaching focus is to build skills in facilitating team meeting, optimizing results as multiple performers are involved, and building effectiveness of the group as a high-performance team.

Coaching for 360 Debriefing and Development Planning: Organizations that utilize assessment or 360 feedback processes often consult with coaches to assist employees to interpret the results of their assessment and feedback. Additionally, coaches work with organizations to make business decisions and establish professional development plans based on feedback, assessment results, and other relevant data.

Performance Coaching (including Targeted Behavioral Coaching): Performance coaches help employees at all levels to better understand the requirements of their jobs, the competencies needed to fulfill those requirements, identify any gaps in their current performance, and opportunities to improve performance. Coaches then work to fill in the identified performance gaps and develop plans for further professional development.

Targeted Behavioral Coaching: Provides coaching to help employees and management positions how to change specific behaviors and/or habits that may be impeded forward movement within the organization. This type of coaching helps individuals, who are otherwise very valuable to their organization, to modify/change a behavior that it counterproductive.

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Performance Management ConsultationsBCS utilizes a research base of methods and applications with proven effectiveness in a variety of service areas.

Available Consultative Services include (but not limited to):

• Reinforcement & Feedback Systems;• Development of Monitoring Procedures;• Work Motivation;• Safety Systems;• Quality Improvement Systems

Employee Performance Improvement:

• Performance Analysis;• Continuous Improvement;• Streamline Operational Formats;• Peer Review

Training:

• Development of Management Training Programs;• Educational and Instructional Design;• Improving Communication, Professionalism, andTeamwork

Human Resource (HR) Consultation:

• Workplace Culture• Development of Performance Appraisals;• Development of Incentive Programs;• Re-development of Policy & Procedures

Management Tools:

Business Process Modeling:

BPM is done as part of good business, and not just because of a new project or system re‐design. Documenting business processes is valuable. It provides a path to process and program improvements, increases efficiency in day to day operations, educates staff and advances understanding of the business.

Benefits of our consultation:

• Helps you standardize your methodology to identify and document existing processes;• Provides recommendations to prepare departments to transition to new systems;• Depicts ways of reducing duplication of effort;• Provides a repeatable process to document, improve and maintain business processes;• Learn how to present process information in a consistent manner;• Learn how new systems may impact business processes;• Reduce confusion about business process modeling;• Mitigate the risk of transitioning to new processes and/or systems

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Business TrainingManagement Style Training:

Are you aware that 80% of all people that hold Management or Supervisory positions, never received formal training in how to effectively manage and/or supervise.

• Discover an Evidenced-Based Literature Review on Management Styles.• Discover what management style describes your current form of management.• Uncover what it takes to evolve your current style into what the Literature describes as most effective and

efficient.

DiSC Assessment Training

Explore the relationship between communication and Organization Group Culture. This hands-on interactive training will take a close look at how our Leadership behaviors within Communication that effect and define the Organizational Culture of your Company. This training will:

• Define each participant’s communication style via an in-class assessment;• Define and discuss the 4 Primary Communication Styles and how they interact with one another;• Discover how to maximize full collaboration across styles and promote more effective communication

Coaching for High Performance

Understand how Coaching Principles can introduce an efficient and effective approach to Staff Development and Performance Improvement. You will learn:

• The Best Practice approach to evaluating Performance• How to assess your employees performance utilizing objective and measurable techniques;• How to establish appropriate Performance goals to ensure Goal Attainment and set your employees up for

success• How to restructure your Organizational PI Plan that ensures sustainability of acquired outcomes

Creating a Feedback Culture

Discover how to develop your current Organizational Culture to incorporate the Best Practice concept of Performance Feedback. You will learn:

• The common pitfalls that cause ineffective and temporary results in desired performance;• The necessary communication component required to provide effective feedback• The organizational structure required to maintain long-term results

Many traditional business consultant services effectively inform you of what you should be doing differently, but rarely how to implement or even sustain those results.

www.bxchangesolutions.comGreater Philadelphia Area, PA, United States

321-720-6411Call for an appointment

Change SolutionsExecutive Coaching & Leadership Solutions