Coaching for Success™:
- Gives a foundation for coaching within an organization
- Provides understanding of how to coach
- Deals with changing behaviour
- Discusses communication techniques that support good coaching techniques
- Introduces the concepts of eliciting commitments, providing support, giving guidance and ensuring accountability
For an overview of this coaching training program, explore the Coaching for Success Brochure
Program Goals
- To introduce the concept of coaching into organizations
- As a kick-off to an in-depth Results-Centred Leadership™ leadership development program
- To provide a follow-up process for Results-Centred Leadership™ teamwork training process
Program Features
- Provides practical information combined with activities that support and enhance the learning process
- Takes away the apprehension that sometimes surrounds introduction of a new process into an organization
- Provides an understanding of the key aspects of successful coaching techniques
- Builds awareness for the value of coaching in getting measurable results
Results
When this coaching training program is complete, each person will be able to:
- Understand the value and importance of coaching techniques
- Appreciate what may be holding them back from coaching
- Understand how to conduct a One-on-One.
- Realize the value of S.M.A.R.T. goals.
- Have tools for Dealing with Performance Issues
- Comprehend the importance and key aspects of better communication
Topics Covered
- Module 1: Background to Coaching
- The Needs and Who Meets Them
- What are the lessons we learn from the illustration?
- What does Coaching mean?
- What are the implications of not coaching or providing poor coaching?
- Why, if coaching is so important, does it not get the priority it deserves?
- How comfortable a process is coaching?
- Critical Learning Points
- Action Steps
- Module 2: Key Elements in the Coaching Process
- What is the purpose of a position description?
- What is it like for a person whose roles and responsibilities are not clear?
- Why is it important to be really clear about roles and responsibilities?
- What are the benefits of Goal-setting?
- How does Goal-setting affect results?
- What makes feedback effective?
- Critical Learning Points
- Action Steps
- Module 3: The Importance of Communication in the Coaching Process
- Key Learning Point: Changing Behaviour
- What examples can you think of where consequences need to change?
- How do questions affect results?
- What types of questions should you be asking?
- What are some specific questions you should be asking?
- When a coach asks a question what should the coach be doing?
- What is the most effective form of listening?
- Should the focus of the coaching start with the person or the job?
- Where should the coaching sessions be held?
- Critical Learning Points
- Action Steps
- Module 4: Conducting One-on-One Coaching Sessions
- What is the agenda of a One-on-One coaching session?
- Observations Sheet: Coaching
- Whose agenda is it?
- Should the coach periodically be asking for feedback on their performance?
- Who needs to be doing the majority of the talking?
- What planning and preparation does the coach need to do?
- How should performance be dealt with when it is not at the required level?
- Is a coach's role to help people solve problems or to help them discover solutions?
- Critical Learning Points
- Action Steps
Length of Program
- 2-day workshop
- 4 short workshops 3-4 hours
The time will vary depending upon the use.
Materials Provided
- Action/application binder - learning exercises that support the process
- 4 modules
- Workshop where people learn by providing written answers
- Learning is supported by Exercises, Case studies, Role-plays and Games.
- Each module has a summary of the critical learning points.
- After each topic participants are asked to complete action steps
Organizations That Can Benefit
- Any organization in any industry
- Any organization that has taken the Results-Centred Leadership™ leadership development program
- Any size of organization
- Professional Services firms
Participants
- Executives
- Managers
- Supervisors
- Anyone in a Leadership role
Facilitation
- External facilitator/expert
- An in-house facilitator
- In groups (preferred 12 -16) or one-on-one
- It can be facilitated as:
- 2-day workshop
- 4 separate ½ day sessions (one per module)
- 8 sessions of 2 hrs. each (½ module per session)
Other Leadership Development Training Programs:
Results-Centred Leadership: A Leadership Development Program
Results-Centred Teamwork: A Teamwork Training Process
The RADAR Process: A Self-Leadership Training Process
