Leader as Coach
2 day programme + follow up
Coaching is an essential skill in most organisations which, done well, can add significant value to individuals and the business. This programme examines when and how to use coaching as a powerful management and leadership tool to engage people team members. It also helps attendees understand why coaching is such an immensely valuable skill for understanding and motivating the individuals in a team to meet and exceed the goals they’re set. It provides key techniques for setting up and carrying out effective coaching for different personality types.
Who will the course benefit?
This course will benefit Managers, supervisors and anyone who would benefits from utilising coaching skills as part of their role.
This programme will give you a good understanding of coaching if you have no formal experience. It will develop your coaching and feedback skills to have a positive impact on the development of others, increase their competence and confidence and in turn improve relationships and results. It will also help you to understand how you might improve the performance in difficult relationships.
This course will enable delegates to:
Explain the role of coaching and the value it adds to all involved.
Know when coaching is the most effective development method.
Understand how adults learn and the impact of our own learning preferences on others
Appreciate different performance levels, and gain some techniques to motivate and improve performance.
Develop effective coaching relationships
Build rapport easily
Utilise effective questioning, listening and other communication skills in coaching.
Set good quality objectives
Structure your coaching sessions and deliver good quality feedback.
Prepare for a difficult feedback/coaching session
What is coaching and why bother to coach?
An introduction to coaching, what it is coaching and what the benefits are. The group explore the differences between coaching, mentoring and managing. Individual share examples of coaching examples within the business.
In small groups, the delegates consider 3 areas of coaching – planning, the session itself and follow up. The skills required to successfully carry out these three areas are also discussed, with self-assessment from each individual.
A game which demonstrates the need for flexibility in communication and also highlights our preferred way of learning. This links to the following session.
Learning styles and adapting your style to achieve results
The group use the Honey and Mumford Learning Styles model to appreciate their own preferred learning style and how this may impact on their coaching relationships. Flexibility in style will enable more effective coaching outcomes.
This session looks at body language and how it can be used to create a rapport with others and thus enhance the ease of communication in face to face situations. This same theory is applied to telephone communications with discussions and exercises reinforcing the key learning points and its relevance in virtual teams.
Questioning techniques and listening
Through a group exercise the delegates experience just how difficult it can be to listen accurately, with practical hints and tips to improve their skills. To tie in with this, the meta-model is used to show the group how to identify the surface structure within a communication and the appropriate questions to ask to discover the deeper meaning. This has applications for conflict management, coaching and problem solving.
The GROW Model
In this session the GROW Model is used to provide a sound structure for a coaching session. The group develop their own questions for each stage of the model and then practice using them on real issues faced by their peers.
Practical Coaching Sessions with an Actor
Throughout the day the delegates will work through pre-prepared scenarios with an actor, to practice and improve their skills. Although only one person at a time will work directly with the actor, it is a team effort! The role-player can ask for help, stop, re-wind and even in “tag in” a team mate for help. Feedback is provided by the actor, trainer and peers.
A very practical session to share key tips and techniques for giving objective feedback. The group also share through discussion their key fears for delivering feedback and how these may be overcome through a simple, structured feedback model.
Setting SMART coaching objectives
The group are reminded of the simplicity of SMART objectives and practice by re-writing their objectives from the start of the day. These are then reviewed by their peers and feedback provided.
The delegates spend the day coaching “live” with staff at their desks. Each coach will have a support coach with them to act as the “coaches’ coach”. During these sessions the coach will using the new customer service standards to create behaviour change with the staff. De-brief sessions will run throughout the day in plenary, to share hints, tips and lessons learned with each other. The trainer will be on hand to provide feedback and coaching as appropriate.
Planning for a difficult Coaching / Feedback Session
A planning session to explore the coaching relationship from 3 different perspectives, to ensure all aspects of the situation are appreciated and to plan for strong reactions.
De-brief exercise, learning points and development planning.
Development planning for delegates to aid the implementation of coaching into their roles.
Timings: 9am to 5pm for all 3 days
Number of participants: We can accommodate up to 8 participants during each 2 day programme
Cybèle team: 1 trainer for both training days and 1 actor joining day 2
The 3rd follow up day with 1 trainer is also recommended which can be delivered in a couple of different ways:
Each coach receives a 1:1 coaching session with our trainer; or
The group reconvene and analysis takes place of successes and work in progress since the original session. Further support and practice is provided by our trainer.
Equipment needed: Training room large enough to house 8 people comfortably with space for smaller group work and room to move around. Also 2 x flipcharts & paper; projector and screen please.
Programme materials: Will be supplied by Cybèle including joining instructions for distribution in advance of the programme.
When using actors within coaching programmes, we go one step further and are all about putting the theory and discussions into practise. We include actors within coaching “real play” scenarios to influence both attitudes and behaviours and ensure that the training journey is totally experiential and therefore engaging.
The talents and skills of our team of professional actors can be used in a variety of ways –
Through in-depth research reflect current behaviours and attitudes through real life scenarios being brought to life in the learning environment, so that learners observe and experience the impact of their own actions
Bring alive models, theories and concepts in a practical way
Provide an opportunity for participants to practise new skills using role play, in a safe environment
Give effective, powerful and effective feedback to participants to develop confidence and competence when coaching
Use a variety of other theatrical concepts as engaging, thought-provoking, exciting, innovative and invaluable learning approaches