Managers are often challenged in combining the role of manager or team leader and the role of coach. As manager they review the performance of the team and as a coach they seek ways to help the people on team grow and improve. However managers can use this one to one communication to have a real impact on the performance and commitment of the staff.
Cost: Price on application
Duration: 1 or 2 Days
This course is not available as part of our public schedule but can be provided on a customised client specific basis.
This programme is designed to give managers who want to add a coaching role to their other duties or develop their existing skills. It presents a model of coaching that begins with clear objectives and develops a strategy to create performance improvements to achieve the goal
Benefits of attending :
- The participants will learn how to conduct a coaching session with a clear purpose
- They will learn a range of proven coaching tips, techniques and tools
- They will understand that effective coaching sessions are two way partnerships, where shared knowledge and experiences are used to maximise the coachee's performance.
- They will be confident in identifying where coaching is the appropriate intervention and where more direct management intervention is required.
Tailoring the training to meet your organisationís needs:
The following outline gives an overview of the core elements the training and development course. However we believe that the training will be more successful if it is viewed by the participants as relevant and transferable to their work place reality. Therefore we do not believe in a one size fits all training session may be appropriate to meet the development needs of your organisation. Our training and organisational specialist will be happy to speak with and clarify any specific issues or emphasis that will help us deliver a customised training and development session to develop the required competences and improve performance.
What coaching is and isnít :
Having a legal awareness
Adhering to policies and procedures
Avoiding the Halo or Horns affect
Preparation for a coaching discussion:
Create a plan to monitor performance and keep it on track
Divide the tasks or skills to be developed into sub-tasks or skills
Conducting a coaching session :
Communicate goals or expectations for a coaching session
Negotiating what happens next
Create and agree a coaching action plan
Effective communication styles :
Understanding barriers to communication
Common coaching barriers
Devising a strategy to how to overcome them
Assessing your personal style :
Identifying effective and non-effective coaching behaviours
Selecting a coaching model
The 6 basic steps coaching steps
When coaching is an appropriate action and when it is not :
Using Blumberg and Pringle`s Performance model
Identifying other barriers to performance
Establishing a coaching partnership with employees
The role of feedback in reinforcing desired performance or new behaviours
The importance of feedback to address poor performance