Coaching Skills for Managers

by on December 29, 2014
Posted in Leadership

Equipping managers and leaders with an effective coaching approach
A 3-day training programme

The need for managers to coach team members is understood, but what is the real purpose of coaching in management? Employee coaching is not merely a development tool. It is a total repackaging of the manager’s role. Effective managers today see themselves more as coaches than as the decision makers of old.
Great coaches inspire great achievement. They demand excellence, expect sacrifice, inspire victory, and garner respect. What secrets do great coaches know about motivation? How can you use them to enhance your employees’ performance and productivity?
This exceptional program teaches you how to motivate your team through proven coaching and management techniques. You’ll learn how to devise a winning strategy, motivate your players, take action steps to improve your leadership, and implement ideas and techniques that will put you in a position to better your team.
This fun, highly participative and practical workshop is designed to provide you and your managers with the tools and skills necessary to become an outstanding coach. Coaching is the quickest and most effective method of developing members of staff. Good coaching and performance management leads to self-motivation and an attitude that is oriented towards solutions and continual improvement rather than problems and avoidance.

Who should attend?
Executives, Managers, Supervisors, Team Leaders, and Coaches

Who Will Benefit From The Course?
• Managers responsible for the development of others
• Team leaders and supervisors who want to get the best out of their people
• Line managers who want a structured and effective method of performing their monthly one to ones
• Line managers who want to develop their staff in their current role and also longer term

What Will You Gain From the Course?
• Delegates will go away with a thorough understanding of the principles of coaching and management styles
• Delegates will go away with coaching models that they can use back in the workplace
• Delegates will understand the importance of ownership and how to take ownership of staff development and continuous improvement.
• Delegates will learn “What to say” and “How to say it” when providing feedback to staff.
• Delegates will learn the importance of non-verbal communication when performing coaching
• Delegates will be able to prepare, deliver and review coaching sessions so that they continually improve.

In this seminar you’ll learn:
• How to inspire people to “go the extra mile”
• How to give feedback that helps your workers correct shortcomings and do their very best
• How to create an environment of caring and cooperation
• How to deal with difficult workers and turn problems into pluses
• How to establish learning partners – discussion of real-life coaching cases. Participants will practice their coaching skills with each other during the course using real-life work challenges.
• How to develop others – a discussion of the choices and consequences of various development options, including training, coaching and mentoring.
• How to apply Situational Leadership – a practical tool which enables participants to identify which of their team is ready for a coaching approach and which need more of an instruction or training approach.
• How to apply Situational Leadership – habits. A questionnaire to help participants identify their habits and give them new choices in their approach to developing team-members.
• How to use Effective Communication – the essential skills of questioning and listening will be described and practiced.
• The Johari Window – a picture of relationships and the benefits and skills of giving and receiving feedback.
• How to coach – the GROW model. A practical model for structuring the questioning phase of the coaching approach. Participants will practice using realistic case studies, prior to using the skills to coach each other around their real-life cases.
• Building trust and rapport
• Working with different personalities – using the Myers Briggs Type Indicator to understand our own personality preferences and to understand how to work with different personalities. (application back into the real-life cases).
• Major role play sessions – using video recording if possible to give participants the best possible feedback on their approach, strengths and weaknesses.
• Role plays where participants use each other to practice the approach to their real-life coaching target.
• Finalising Action Plans for application in real-life situation.


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