Making sure that your business has the right people in the right place at the right time
means having people who can effectively coach people to develop and stretch their
skills and abilities.
People are our greatest asset is often said and many companies ensure that when
new acquisitions are made, new technologies introduced, and multicultural working
challenges peoples’ assumptions about how they work, or people move on, that their
knowledge and skills are retained and enhanced in a systematic way.
This programme is a significant step in the right direction for companies wishing to
align business strategy and people.
The programme at a glance
This powerful three day programme has been specifically designed to help organisations:
- Prepare them for the future by helping high-performance individuals learn the latest techniques of coaching.
- It is orientated towards developing each individual and offers a concentrated period of skill practice, personal reflection, individualised feedback and learning, and will help you develop the skills and techniques in coaching that are vital to the creation of a high-performance organisation, division or team.
The programme
- Is a highly interactive programme, which balances theory and practice, where learning by experience is emphasised and real life examples are explored in a confidential atmosphere.
- A limit to the numbers attending ensures that learning is individualised andmaximum learning gained.
Is this seminar for me?
This seminar is for all executives, team leaders or project managers who want to develop their coaching abilities in a challenging and individualised way.
In addition:
- Executives who wish to adopt a more long term perspective to developing people and use a coaching style of both managing and leading to create skills that capture the characteristics of the high-performance organisation in a personalised, behavioural form
- Individuals who are involved in an internal consultancy role
- Individuals who have to facilitate developments across cultures
-
Managers responsible for restructuring and building new teams due to mergers,
acquisitions, joint ventures or alliances. -
Project managers who want to develop and empower people quicker than they
do at present
Why should I attend?
The focus is totally on you as an individual. This seminar is geared to giving you in-depth exposure to coaching and will give you an opportunity to:
- Gain better understanding of your leadership style - what you value and what drives you
- Develop awareness of your coaching styles profile
- Increase your own performance and that of your organisation
- Help you appraise your 'emotional quotient', to build rapport through relating to others at a highly interactive level
- Develop an understanding of your abilities to excel in constantly changing environments
- Enable you to empower others with greater speed and overall effectiveness.
You will leave with your own carefully crafted development programme based on your learning over the three days, input from the course leaders and align you with your future career expectations.
What will you learn?
Module 1
This module, will give participants an understanding of the context, the benefits and
the necessary skills involved in each of the stages of coaching – using the pneumonic
C.O.A.C.H
- Contacting and Contracting
- Observing
- Analysing options
- gaining Commitment
- Helping others learn from experiences
Module 2
Managing your overall performance and that of the learner by:
Contacting;
- Establishing your Emotional Competency; rating yourself against the top leaders in the world.
- Ensuring that you have an effective and efficient relationship with the learner
- Gaining more information from people in the least amount of time
- Making sure that the learner has a relationship in which they learn and grow
and Contracting;
- Setting high expectations for yourself and others
- How to analyse key tasks and lead others through them
- Choosing and using the most appropriate coaching styleHow to monitor your behaviour and that of learner
Module 3
Observing and Analysing
Offers an opportunity to;
- Challenge your observational skills; how much information you gain andwhether you actually pay attention to people – to check the waveband on yourantenna.
- Appraise your coaching styles; understand your preferences and how flexibleyour behaviour is when coaching.
- Gain feedback on how efficient and effective you are coaching
- Ensure that you keep the monkey on the learners back; you match your coachingstyle with the learner
- Enable the learner to learn from experience
Module 4
gaining Commitment
The coach at this stage is assessing whether there is any buy-in to the outcome of the coaching. If the learner doesn't feel that he or she owns the plan, or perhaps feels it is too difficult or of little benefit, or maybe it is outside his or her value system, it is unlikely the commitment will be genuine and nothing will change.
Participants will learn how in three minutes, through effectively listening and hearing what people say they are able to read peoples' values – basically what drives people to action and change.
- Encourages the development of ideas, exploring all the possible options suggested by the learner, and, if appropriate providing additional options
- Assists the learner choose the preferred course of action
- Uses questioning skills to clarify the goals and the learners feelings about them
- Listens to concerns from the learner Provides feedback about any inconsistencies or incongruence that suggest a lack of commitment
- Assesses whether you have both understanding and agreement to do something.
- Checks out the motivation of the learner by looking for certainty and commitment, and by observing congruence
- Uses values to enhance commitment
Module 5
Helping them to help themselves.
This module explores how managers and leaders can create dependency in their
behaviours. How managers/leaders can become problem solvers for their people rather than helping their people solve problems for themselves.
Our prime aim as coaches, as we move towards the end of the coaching intervention, is to let the learners learn to give them space to take responsibility for their own development, to think for themselves, and to develop confidence and autonomy in their new skill or awareness. The ability to help someone review their experience and extract the learning is a fundamental ability for a coach. Using either transitions, handling change or career aspirations the coach will work on real life examples to match his or her skills to the learner.
Career development -the next steps for you and your people
- learning from your life experiences reviewing your drives, aspirations and experiences.
- how to identify your portfolio of skills
- analysing what really drives your career
- putting priorities on work and career values
- examining future expectations and needs
- working on a continuous development plan
Managing transitions, changes and cultural complexity
- exploring your strategies for dealing with transitions and changes
- recognising and managing the stress impact of transitions and changes
- developing techniques for being proactive in dealing with changes and transitions
- developing a better understanding of effective communication across cultures
- helping others develop transition-coping strategies
Delivery options
Limited participant number: The maximum number of participants on this programme is 16.
Delivery options: tailor-made or a public open programme
