Introduction
Coaching is the single most important method which managers can use to increase the ability and productivity of their staff. Unfortunately, many managers don’t do nearly enough of it. Some avoid coaching because they are nervous of its consequences. Others simply don’t know how to go about it.

Typical Objectives:

	Understanding of the principles of coaching and management styles
	Acquiring coaching models that they can use back in the workplace
	Adopting a pragmatic coaching process and the link between coaching and results
	Taking ownership of staff development and continuous improvement
	Identifying and use suitable opportunities for coaching, to bring out the best in others
	Learning “What to say” and “How to say it” when providing feedback to staff

Sample Programme
This highly practical and participative programme helps delegates resolve their own and others’ issues. It explores how and why learning happens. It gives a structured approach to coaching on a one-to-one basis, that can be applied easily to any aspect of your organisation.

Outline

	Welcome and introduction
	Clarifying the concept of coaching and the impact that it can have upon your team
	Overcoming ‘reluctance’ to coaching, from the perspective of both the coach and coachee
	What makes a great coach? Personal qualities that help or hinder
	A simple structure, to help you get started
	Adapting your coaching style to suit the coachee and situation
	Building rapport, trust and confidence to enhance the effectiveness of your coaching
	Taking ownership for developing your team and and monitoring continuous improvement
	Action planning

Activities to consider:

	Achieving Results through People
	Modelling Top Performers
	Manage & Improve Performance
	Managing High Performance Teams

Satisfaction
Rating
2008

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Return on Investment