Train the Coach

Train the Coach

Learn how to coach others effectively

In today's ever-changing business environment, coaching is probably the most effective method available to managers and team members to develop skills and thereby increase performance.

Many organisations now support a coaching culture; however it is only the most dedicated of managers who implement this effectively as part of their management style. Coaching is the technique that enables us to get the best out of other people. It can provide empowerment and support in a wide variety of ways.

Coaching is a powerful skill, which is now proving highly effective within many organisations. Every significant study of effective managers concludes that those managers who get the most out of their staff spend a high proportion of their time and energy coaching others.

Benefits of this course

The course will be interactive and participative. The delegates will learn by doing and practising the coaching process and methodology through the day. The methodology and theory underlying the programme is based on Cognitive-Behavioural Psychology and NLP.

• Managers who coach effectively are able to manage their time more efficiently due to delegation, increase team morale and motivate their staff.
• People welcome constructive and positive feedback and seek out development opportunities.
• Effective coaching models are embraced and coaching skills are developed in all levels of staff.
• Your organisation will be seen as having developed a continuous learning approach.

Who should attend?

All supervisors and managers interested in maximising theirs and their people's potential.

Course content

Comprehensive 1 day

• What is coaching? - How does it differ from 'managing' or counselling? What coaching is and isn't.
• Principles of coaching - contracting, practices, values, trust and confidentiality agreements.
• Issues and challenges - specific issues for the in-house coach/manager.
• The coaching cycle - the coaching process from start to finish of the programme and the coaching process of each session.
• The GROW Model - a simple model to help define the objectives of the person you are coaching.
• The first coaching session - ensuring the coaching environment is right, building rapport, listening, setting objectives, questioning not directing.
• Homework - making the learning relevant and applicable to the life-work context; setting intersession homework, journaling, reading and practice.
• The coaching toolkit - questioning techniques; coaching models and methods; developing potential; challenging habits and norms; lateral approaches to old problems; changing from negative approaches to constructive approaches.
• Communication styles - applying the 'Herrmann Left-Right Brain' template to building relationships and performance.
• Managing problems and conflict - developing and using transactional communication patterns.
• Ending the coaching process - managing the final session and setting the 'coachee' up for success.
• Action planning - planning next steps for the delegates.