“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.
Coaching Aims and Objectives
An objective is a statement of the goal to be achieved by the trainees by the end of a training session, in terms of recall and understanding. Objectives can be useful in several ways:
- to assist in planning a training session
- to help the trainer eliminate irrelevant information
- to focus the attention of the trainees
- to ensure that both the trainer and trainee know where they are going
- to test the recall and understanding of the trainees.
It is essential that you determine your training aims and objectives at the onset. Too often, trainers concentrate on “What am I going to say?” Alternatively, you need to concentrate on “Why am I giving this training session?” The rest of your training will be designed to support this answer.
RULES FOR WRITING OBJECTIVES
An objective should be phrased in a positive way, and should outline the outcomes of the training. It should begin with, “At the end of the session you (i.e. the trainees) will be able to…”, or” after this session you will be able to….”
It should also indicate the standards that the trainees must be able to attain, to determine the success of the training: “… so that we will be able to use this with every customer enquiry…..” or, “…..by using this we’ll be able to cut waiting times down by half the current level”.
The objective should then continue to state the following:
1. The Performance
2. The Standard
3. The Consolidation
The PERFORMANCE or behaviour of the trainee when demonstrating their improved ability and understanding. The more measurable your statement of performance, the more focused the session.
Sample performance statements:
“The new software will enable you to programme the computer in half the current time”
“Once you’ve learned the new programme you’ll achieve 95% accuracy on the data input”
The STANDARD to which the performance must comply, e.g. legal standards, company standard, speed, quality, numbers to be completed. This is vital for the effective evaluation of the training session. If the trainees do not have a standard of competence/completion how will the trainer know if the session/course has achieved its aims. It’s often difficult for the trainer to understand what standards he/she is aiming for but this must be established at the outset.
Sample standard statements:
“You’ll be able to write training programmes for all types of delegate in 5 hours against the current time of 18 hours.”
“You’ll be able to use animations on all of your PowerPoint presentations to create impact.”
Test understanding as well as recall. This we call the CONSOLIDATION of the training. It is when the trainees are tested for their competence, understanding, recall etc. This may be tested on the training course by exam, observance, demonstration, quiz, oral tests etc. The trainer should always make the trainees aware what form the testing will take. [Note : make trainees aware of the CONDITIONS under which the performance is to be tested, e.g. without the use of notes/reference material, under normal working conditions, alone/with the help of others, may also be included]
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
- June 26, 2013
- July 19, 2013
- August 16, 2013
- September 17, 2013
- October 15, 2013
- November 14, 2013
- December 13, 2013
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
