Professional Training

Prerequisites

This programme is designed for managers who want to add a coaching role to their other duties or extend existing skills. It presents a model of coaching to systematically and collaboratively create performance improvements.

Benefits of attending

The participants will:
Explore how to conduct a coaching session with a clear purpose
Learn a range of proven coaching tips, techniques and tools
Understand that effective coaching sessions are two way partnerships, where shared knowledge and experiences are used to maximise performance
Be able to confidently identify situations where coaching is the appropriate response and those where more direct management intervention is required

Training Style

The workshop will be highly participative and constantly seek to anchor the skills and knowledge in the participants' work situation.

Coaching in context

Coaching as opposed to mentoring or training
The Coaching Perspective
How organisations influence individual performance
How to use The Performance Triangle to make coaching effective and efficient
Be clear about company policies and procedures
Establish guidelines and constraints with HR

The essential skills to coach effectively

Communication and feedback
The TABC3 model of effective communications
How to deliver and receive feedback successfully
Using the Johari Window to understand the practical psychology of how people interact and communicate
Goal setting
SMART Objectives
Important, urgent and why materiality is one of the most important concepts in business
Overcoming resistance
Using the FACERAP model to resolve issues systematically
Motivating and Influencing
Using Levels of Agreement to build commitment

Preparation for a coaching discussion

Establish the background and context of specific coaching interventions
Anticipate difficulties and sensitivities but avoid the Halo/Horns trap
Compile clear evidence on past current and realistic expectations for future performance
Identify opportunities for performance improvement
Create a plan to monitor performance and keep it on track

Conducting a coaching session

Follow the Five Steps process
Use proven interaction principles
Agree the coaching action plan
Establish clear next-steps to create momentum

Following up

Deliver on any commitments you made
Maintain support structures
Deal with deviations promptly