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How to be a great coach
2 days, plus optional follow-up session
Programme outline
Coaching can be an invaluable tool for managers in motivating and supporting team members and helping them improve their performance or tackle change. Coaching is recognised as an effective and flexible tool for the modern manager.
Participants will learn to identify their existing strengths and areas that need 'lifting'. They will have the opportunity to try out their existing coaching skills in a supportive environment where they can enhance these skills practically.
Key learning points:
- Up-to-date input and knowledge of coaching in business - what coaching is and how it can be applied
- Consideration of real work situations as a coach
- Clarifying who is the leader who can step into the role of coach
This is a positive opportunity for colleagues to come together and share experiences.
Who should attend?
Anyone who manages people.
Learning method
Using accelerated-learning and solutions-focused approaches, exercises use participants' own practical issues wherever possible, providing immediate opportunities to apply the learning. A key element of the programme design is the breakdown of coaching into manageable modules, to create a comfortable environment for people to take in information, assess their behaviours and willingly build skills.
Programme content
Coaching in context
What is coaching? Why is it relevant? How does it work?
The evolution of coaching and its role in business
The distinctiveness of coaching
Three types of coaching
The role of coach
Extending your range of helping styles
The five ways we impact on individual development
Developing awareness and responsibility in others
Think like a coach
A positive approach to developing others
Seeing and seeking potential
Knowing the complexities of any coaching situation
Thinking in "transitions" - start with the ending
The skills of coaching
Quality questions and the art of "ask… don't tell"
Listening to understand
Verbal and non-verbal communication
The use of pause and silence
The coaching conversation
A clear structure using the GROW model of coaching
Moving from 'fuzzy vision' to SMART goals
How to avoid the common coaching pitfalls
Following simple rules for positive coaching results
Speed coaching
What next for you as a coach?
How to track the success of coaching
Building the organisation’s coaching culture
Personal review of learning and next steps
A post-programme follow-up to review learning is also recommended. Possible approaches for this could be:
- Informal follow-up by the consultant in writing or by telephone
- Learning evaluation form for internal distribution and analysis
- Short follow-up workshops to regroup and share experiences of applying the learning, identifying best practice and considering further action steps
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Tel: +44 (0)208 385 7511
Email: shyrose@centre4learning.co.uk |
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About Us 