Behavior can be described as any given action or reaction in a given circumstance with a predictable result. The fundamental idea behind behavior based coaching is that the study of past behavior is the most precise or accurate predictor of future behavior and work performance. Behavior based coaching incorporates psychology of many types like behavioral, clinical, social, industrial, organizational and developmental. Apart from psychology, behavior based coaching is also influenced by philosophy, adult education, systems theories and the management and leadership fields. Knowledge, skills, talents, abilities, experiences and above all behaviors, emotions, attitudes, feelings and sentiments are the main areas of focus. The principles of behavior based coaching have developed over a period of years through a combination of evidence based psychology and proven management, leadership and organizational changed principles.

The ability to describe behavior and personal skills in objective terms is an essential tool for leaders and managers. Describing behavior in objective and user friendly terms not only helps managers understand the effect of their behavior on themselves and others but it also helps them balance their focus on processes and outcomes. Hence, behavior based coaching helps provide a better framework and structure for looking into the origin of behavior. It provides leaders and managers with the necessary behavioral feedback about their performance, which they may otherwise never hear. The evaluation mainly focuses on performance skills and behavioral traits. Summarizing the evaluation mainly involves support activities, an action plan and specific job performance coaching.

The business environment dictates that individuals and organizations should be flexible and need to respond rapidly to changing demands. It is essential for leaders and managers of organizations to know what to change and how to change themselves for a successful transformation. Not only are leaders required to know which of their behaviors need to be altered but they also need to know what parts of the internal setting need adjusting. In most organizations, people are hired or promoted based on their technical knowledge and fail because of their behavioral incompetence. Anyone and everyone can learn technical expertise over a period of time, whereas behavioral competencies come from life experiences. Behaviors are not innate talents but are abilities that contribute towards making any individual more flexible and effective. Behavioral competencies have the power to make any leader or manager a good performer. They also control the leader's ability to get along with his colleagues and employees and to adapt to changing circumstances.

Behavioral based coaching can teach individuals how to manage themselves and can also help improve their professional skills and confidence. Individuals are trained to feel more balanced and alert and to take control of any unforeseen circumstance that may arise within their organization. Developing a behavioral based coaching program depends entirely on using a suitable methodology. Professional coaches use the proven scientific approach to identify behavior sets, whereas amateur and unqualified coaches use more simplistic and unproven approaches. The acquisition of lasting skills and learning capabilities is a challenge that all organizations have to face. Training individuals to excel in technical knowledge alone cannot ensure job competence. In the end, it all comes down to improving the behavioral patterns of a person.