By the end of the course, delegates will be able to:
Define “Coaching” and explain in detail the use of Coaching to improve individual and team performance – particularly relating its use to understanding the reasons behind (and rectifying) under-performance
Deliver meaningful Coaching Sessions
Who is the course for?
Staff who need to be fully prepared to deliver high quality Coaching sessions
To individual members of their own staff
To their teams
To individuals who are not directly connected to their own teams but who would value their independent – and non-judgemental - input
A combination of:
Delegate Coaching sessions – with full feedback
The course duration can be set to meet the client’s needs
Module 1: Define Coaching
Ensure clarity on what exactly Coaching is and how it is used
Link “Coaching” as a discipline to improving individual and team performance (or analysing and rectifying under-performance)
Understand how learning shared can easily be transferred into a “commitment to action”
Module 2: Coaching models
Introduction to the GROW model
G = Goal: the purpose of the discussion or changes the individual / team wishes to make
R = Reality: an honest assessment of the current situation and the need for change
O = Options: what can be done to achieve that change; what else; is there anything else…?
W = Will: is the desire there to see this through or will one of the other factors – GRO – prevent the achievement of the change; how will we measure progress?
Consideration of all the factors required in:
Turning vision into reality
Delivering measurable outcomes
Making effective decisions
Managing the change
Introducing the House of Change: understanding the need sometimes to make things worse before they can get better
Module 3: Becoming a successful Coach
How does a Coach behave?
What does a Coach do?
Understanding the need to remain separate – aloof? – from the detail and only contribute individual comments / suggestions at appropriate times
Coaching performance from individuals whose day-to-day work we don’t understand
Module 4: The link with Performance Management
Objective setting – understanding what is required
Managing against these objectives – understanding what success / shortfall looks like
Recognising (and rectifying) under-performance; particularly recognising the causes of under-performance (which may be nothing to do with the individual’s workload)
Coaching and Feedback: links and differences
Module 5: Coaching in Practice
Facilitated sessions of Coaching – initially in a group environment to allow targeted feedback; then in coaching pairs – to put into practice the models which have already been discussed.