Workplace Coaching 2017-03-31T14:24:00+00:00

What is Coaching

  • ‘A coach is someone who shows you how to do or master something, whether it be reaching an important goal or making a difficult change. A coach stays with you and helps you select the goal, engage with it, progress through it, achieve it, and integrate the accomplishment into your life’
  • ‘With a coaching background, you can show people how, not just tell them’
  • Thomas Leonard describes coaching in an energetic way ‘coaching has officially been available with both a personal focus and a business orientation. You can now use a coach to get your personal life together, set and reach goals, start and expand a business, get faster ahead in business, improve your job performance, communicate better with everyone’
  • ‘Coaching is a process that enables learning and development to occur and thus performance to improve. To be a successful coach requires a knowledge and understanding of the process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place’
  • ‘Coaching is about performing at your best through the individual and private assistance of someone who will challenge, stimulate and guide you to keep growing.’

COACHING BENEFITS

The Benefits of Coaching

    Improved personal, team and organisational performance.

  • Developing potential (untapped talent)
  • More effective working relationships
  • Greater capacity to identify, manage and support challenges and change
  • Creates engagement and therefore greater retention from good employees

More Benefits

  • Alignment of organizational vision and mission with members
  • Creating cordial relationship
  • Mutual respect
  • Creating “human” leaders
  • Collaboration or healthy competition
  • Resolution of conflicts
  • Creatingpossibilities
  • Improving business results
  • Better work environment
  • Business knowledge
  • Coaching culture
  • Making leaders into coaches
  • Different view of performance management
  • Continual feedback
  • Institutionalized HR systems that include coaching
  • Openness to learning from each other
  • Commitment / involvement of top management
  • Flexible work culture

Some More Benefits!

  • Personal growth of individuals
  • Mechanism for self-growth of organization
  • Member (employee) satisfaction
  • Develop better leaders as coaches
  • Able to build a culture of listening and respect and trust
  • Effective communication
  • More awareness of ethics and values
  • Improved morale
  • Increasing productivity
  • Growthopportunity more inclusive – Mindset Change (Vertical vs Horizontal)
  • Strategic role of human resources
  • Task orientation to roles of managers
  • Relationship orientation to roles of managers
  • Optimizing existing human resources
  • Driven by managers / leaders by Walking the Talk
  • Create happier people at work
  • Encourage learning
  • Rewarding authenticity
  • Aligning values across the organization

THE COURSE

Typical Coaching Interventions

  • Developing leadership
  • Developing leadership
  • Developing a coaching style of management
  • Accelerating the learning from operational activities
  • Improving communication skills
  • Improving presentation skills
  • Developing delegation
  • Improving negotiation skills
  • Developing the skilled management of conflict
  • Managing stress
  • Working with potential burnout or derailment
  • Mastering time management
  • Building an influencing strategy and influencing skills
  • Career planning

Pre-Programme – Preparatory Work
Before the first workshop each manager will:

  • prepare by focusing on ‘The Power of Coaching’. By reading articles (sent electronically) which illustrate the power of using coaching as a management style
  • identify and bring 2 current challenges which they will use when being coached by colleagues during the programme
  • complete an MBTI profile (Myers Briggs Type Inventory) electronically

Workshop 1 – Core coaching theory and skills

OBJECTIVES:

  • To understand the definitions and role of coaching in organisations
  • To learn some coaching tools and models
  • To practice coaching techniques
  • To develop great coaching skills

Performance measures
To help you increase your awareness of your coaching skills and abilities you will undertake the following –

  • Feedback Forms: Every exercise includes a feedback form to be completed by the coach and the client
  • Coaching Action Plan: You will develop a coaching plan at the end of this workshop. This will be based on the feedback you have received from this workshop. A copy will be sent to the training department.

Day 1

  • Welcome
  • Introduction to Coaching
  • What is Coaching?
  • Coaching Tool
  • Perceptual Positions
  • A Ma Foi Coaching Manager
  • Levels of Change
  • A Coaching Model
  • TGROW
  • Evening Assignment

Day 2

  • Coaching Consolidation
  • Communication Levels of Listening
  • Coaching Tool
  • Communication Power of Questions
  • Understanding Human Difference
  • A Ma Foi Coaching Manager
  • MBTI
  • Feedback

Day 3

  • Coaching Consolidation
  • Feedback Continued
  • Goal Setting
  • Coaching Tool
  • Coaching Process
  • Coach-able Moments
  • 5 Questioning Format
  • A Coaching Model
  • Coaching Tool
  • Coaching Action Plan
  • Course End

Mid Course Assignment

Between workshop 1 and workshop 2, you will deliver a mid course assignment:

  • Managers will hold a conference call after one month to follow up on progress
  • In a coaching circle of managers, each manager will coach one other manager for two coaching sessions (telephone if appropriate) with feedback based on the coaching action plan. This means that each manager will also be a client with a different manager for two sessions and give feedback to the coach
  • Identify at least one member of staff at your work base and apply all the coaching tools from the first workshop in regular coaching sessions together with star feedback. Keep a learning journal of these experiences
  • A conference call mid term.

These sessions will be evaluated by a skills and knowledge matrix

Workshop 2 – Practical Coaching

  • Applications of coaching
  • Skills and competences

OBJECTIVES:

  • Revise the definitions and role of coaching in the organization
  • Practice the skills of the 7 coaching tools and models
  • Assess and evaluate the coaching style of other participants in a coaching manner
  • Apply the programme knowledge and skills to the organization Leadership Model i.e. coaching for the Leadership Imperatives, Success factors and Competency Dimensions
  • Apply the programme learning to a career development session.

Day 4

  • Kurt Wright “5QF” review
  • PI Coaching Manager characteristics
  • Revision of the coaching tools
  • PI coaching scenarios
  • Coaching masterclass
  • PI case study
  • PI leadership model
  • Coaching demonstration

Day 5

  • Learning Overview
  • Open Forum
  • Skills coaching exercise
  • PI case study coaching assessment
  • TGROW in meetings (team coaching)
  • Individual PI coach manager evaluation
  • Revision circle
  • Coaching Web
  • Competition