Coaching Skills For Managers Workshop

When the pressure is on to meet targets and you are rushed off your feet, coaching is usually the first task to get dropped. Yet coaching is essential to building successful teams.

Coaching can even be seen as fluffy and unnecessary by ‘old school’ managers. Even if your management team understands the importance of nurturing the best out of their team, coaching can often be done in an unstructured and ineffective manner.

After this workshop, you will be more able to:

• Improve the individual skill levels of your team members.
• Ensure everyone in your team is operating at equally high standards.
• Understand individual strengths and weaknesses, to help shape team dynamics.
• Get to know individual work styles, to more easily gain consensus for common goals.
• Structure coaching efforts for maximum effect.
• Support your team members in their learning, enabling them to develop the skills, knowledge and attitude necessary to successfully deliver their job responsibilities and goals.

• What is Coaching? – A review of what coaching is and the key skills required of a good coach.
• My Experience – A look at your own own experience of having been ‘coached’ in the past. Examining your feelings and the positive and negative aspects.
• Mine Field – A fun activity that allows you to practice the skills of a coach and review the learning points.
• Coaching Principles – Understanding the core principles that underline an effective approach to coaching for a manager.
• The Manager as Coach – A look at the role of the manager and how coaching fits into this.
• The Fundamental Skills of Coaching – Underlining the managers role as coach by introducing the fundamental skills required and how this applies to them.
• The Coaching Environment – Examining the environment in which positive coaching can take place. One where staff feel challenged and supported enough to achieve positive results.
• A Procedure for Coaching Success – Providing participants with a set structure to create a results driven environment in which coaching plays an integral part.
• The Coaching Conversation – Explaining the GROW model and specific questions based around this in order to enable participants to carry out effective coaching conversations. There is also a chance to put the skills into practice.
• Questioning – Looking at different questioning methods, the advantages of each and asking participants to provide examples.
• Whose Agenda? – Encouraging you to help the coachee explore issues by encouraging rather than telling. A chance to practice your questioning in a safe environment.
• Active Listening – Understanding what active listening is and how to ensuring you use it.
• Coaching Opportunities – Identifying what coaching opportunities there are in the workplace and then applying the skills from the course to a coaching practice session.
• Review of Session – Creating an action plan to embed learning.

New Dates to be advised.

Contact me with expressions of interest.