“A masterful coach is someone who is a vision builder and value shaper, not just a technician who helps people reach their goals. A masterful coach is someone who engages and enters into the learning system of a person, business or social institution with the intent of improving it so as to impact people’s ability to perform.”

Robert Hargrove ‘The Four Compass Points of Masterful Coaching

The modern manager knows that coaching is a key element of team development. No longer is management about telling people what to do; effective leaders understand how coaching and development is vital to business success.

Our ‘Coaching for Managers’ one-day training course will show delegates tried and tested methods about 1-2-1 training; executive coaching and how to develop people in order to improve productivity and motivation. We explain through discussion, role-play and case study how to coach staff to achieve the impossible in terms of team development and business performance.

It will also show them how to plan, prepare and implement a coaching programme for induction courses and how to evaluate its success. It also looks at the relationship between coaching, mentoring and training.

Becoming an effective coach is not just a set skills, but a belief that staff development is an integral part of building confidence, trust and motivation in the workplace.

The modern manager needs to know how to develop people. This course shows how to plan, prepare and implement coaching and how to evaluate its success. It also looks at the relationship between coaching, mentoring and training.

THE COACHING PROCESS

These four steps are key for successful coaching

Step One             Brief the employee

Step Two             Define the outcome

Step Three          Coach the employee

Step Four            Review the activity

The key points to put over for each are:

STEP ONE: BRIEF THE EMPLOYEE

The quality of the manager’s briefing will have a strong bearing on the success of the coaching project. Too much direction will come over as an autocratic style which the job holder will find constricting. Too little involvement and they will think you have abdicated your responsibility and have no interest in the outcome. The job holder must be allowed to do it in their own way with the manager’s role being that of a facilitator, using expertise to help the job holder anticipate problems and get the best from the opportunity.

STEP TWO: DEFINE THE OUTCOME

The job holder needs to know the limits of their authority to act on the coaching activity. It will help them if you could agree the criteria you will use to judge if the project has been a success. Setting these objectives at a level that is both stimulating and achievable is an art form. Whatever objectives are set for the task, they should also set an explicit target which measures the job holders learning.

STEP THREE: COACH THE EMPLOYEE

This is the essential ingredient of any coaching project. It is what makes the difference between education and training. The job holder is given the opportunity in a real work setting to try out new skills and techniques.

Managers need to handle this stage with great care. You don’t want to take over and do the job yourself, but this can be difficult when you feel you could be doing the job better yourself. The main thing is to let the job holder get on with the task in their own way. If you are always taking over from them, how much are they going to learn?

It is always best to agree at the briefing stage how much support and when and why you will intervene during the activity.

STEP FOUR: REVIEW THE ACTIVITY

This is the essential step in any learning process. In order to gain the most from any experience the manager and the job holder will need to make time to stop and take stock of what happened. There is a tendency to do this only if and when something has gone wrong. This should be avoided and a full review taken whatever the outcome.

How the manager debriefs the job holder will also have a strong impact on the quality of their learning. Managers often feel that they have to jump in and take over at this point. A more effective approach is again the facilitative one, by which the manager initially encourages the job holder to appraise themselves. That’s not to say that the manager does not give feedback, but it does have to be skillfully and tactfully delivered.

Coaching For Managers Open Courses

Since 1995 we have run open courses throughout the year. Our courses are informative, challenging, thought-provoking and fun.

Dates

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Who will benefit from the course?

Our coaching training seminars enable delegates to understand the processes which will make them more effective and increase their confidence and sense of achievement. This will benefit anyone who needs to master the principles and practices of an effective coach; including senior/junior managers, supervisors, training/hr managers, directors, administrative and technical staff.

This course had been designed to enable you to understand the basic fundamentals of strategy and motivation in team building. You will benefit by learning tips and techniques which will increase your competence and confidence when managing, influencing and leading teams.

Course aims

Total Success recognise the need for training that gives real business benefits for both delegates and their organisations. We are able to offer solutions, not only to individual trainees but also to training professionals who need to show value for money for their training.

Coaching for Managers Course Agenda

Morning – 9.30-1.00

• An introduction to coaching
• Relationship of coaching, training and managing
• Coaching overview of coaching
• Spotting coaching and mentoring opportunities
• Questionnaire-Coaching style analysis
• Coaching overview
• Recognise the need/challenge
• Assess the opportunities

Afternoon – 2.00-5.30

• Empowerment and influence
• Identifying fall-back factors
• Review and evaluate
• Planning the next step
• One to one training
• Giving and receiving feedback
• Role-play and critique
• Coaching evaluation

Our training is carried out in a risk free environment which encourages delegates to practice the skills needed for successful appraisals. We use a number of training methods including role-play, video, audio, workshops and group exercises to enhance the learning process.

Why choose Total Success for your training?

• our lead trainers have over 18 years experience in training
• a maximum of 8 delegates means more time spent on individual needs
• we guarantee to run the course and will never cancel at the last moment
• free subscription to our monthly training newsletter

All open courses are trained in Central London at the St Giles Hotel.

Each delegate receives a comprehensive training workbook that doubles as an open course manual. Courses run from 9.30-5.30 with lunch and refreshments provided.

In-Company Courses

Total Success have developed a series of in-house training modules. These are designed so that an organisation can pick the training which is more applicable to its own needs and budget. Please call us to discuss your specific requirements