Coaching for Managers training course newsletter – When to coach

by ltconsulting on September 21, 2012

“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.

When to coach and different ways of developing your staff

During the course of your work day they are probably using many of these opportunities when making decisions about which member of staff should tackle which task. You may well have been coaching without realising what you have been doing – but on the other hand you might not! So when should you coach your staff? Typically these will include:

  • When a new person joins the section
  • When it is necessary to delegate some duties
  • When additional work is allocated to the section
  • When interest is shown in a specific area of work
  • If a member of staff is off on long-term sick leave, coach someone to stand-in
  • When they have been trained in a new area of work, to pass this training on to others who share the same work
  • When members of staff are newly promoted
  • When a lack of interest is shown at work, use coaching to motivate
  • After organisational restructuring
  • When new work practices such as computer systems are being introduced
  • When mistakes are made in key areas
  • During a performance appraisal or career development discussion
  • When the job holder has returned from a training course
  • On changing job responsibilities, or change within a job
  • When implementing improvements to products or services
  • When organising a deputy
  • On secondment to the section
  • When setting up a specific work project
  • Following successes or major achievements
  • Every time someone asks for advice or asks a question
  • Anyone performing below the standard required

Developing members of your team

  • Staff who are at the beginning of their career. Give them an early opportunity to show their ability
  •  High fliers. Staff with high potential need to be stretched and stimulated. Give them the opportunity to demonstrate they can match their perceived standing
  •  Staff that are new to the section. This gives them an early opportunity to show what they can do, and provides some helpful data when carrying out their performance appraisal
  •  Staff who are well-suited for promotion.
  •  Your successor. This may be the person in the category above, or may be someone who has been attached for a hand-over period. Grooming them to take over means that they will have a smoother transition and you will be able to move away – sideways or upwards
  •  Staff who are not satisfied in their current job or working environment. They may become demotivated and reduce their contribution. A fresh challenge can prove stimulating and an opportunity to learn the new skills that will help them move upwards
  •  Staff who lack the skills in key areas. By using a training needs matrix  you can identify where you may be vulnerable if you loose the only members of your team who can do a particular job effectively.

It’s worth remembering that coaching is not just about allocating work and deciding who will do what.

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

  • September 12, 2017

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

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