Course Ref: HR.7

Course Subject: Human Resources

Who should attend?

• Senior executives, senior managers and middle managers who need to develop their coaching skills and gain a thorough understanding of what coaching, and its co-skill mentoring, can do to enhance the skills and experience of their teams and team leaders in one-to-one learning situations.

Course objectives

• To understand the benefits of measuring work performance, and develop a strategy for creating a performance measurement system in line with the needs of the organization
• To identify opportunities to mentor and coach and know when coaching is appropriate as a means of improving workplace performance
• To demonstrate the coaching cycle and its use in developing practical skills
• To recognize and develop the range of interpersonal skills required to be an effective coach and mentor
• To use mentoring and coaching to increase the skills and competences of individual employees
• To maximize individuals’ outputs in line with specific aims and objectives set during the coaching session
• To use constructive feedback to enable others to learn and gain confidence in their work

Course content

Day 1

• Performance in the workplace – the need to measure results
• Work performance opportunities and limitations
• Understanding where the coaching model fits in with performance reviews, succession planning, reward and remuneration and personal advancement

Day 2

• Setting up a coaching provision
• Identifying opportunities to coach
• Understanding what can and cannot be coached
• Knowing when coaching is appropriate and creating a coaching schedule
• The Coaching Model and how to use it

Day 3

• Getting employees to accept the coaching process
• Preparing a short coaching session
• Developing sound communication skills for coaching
• Good listening and questioning techniques
• Essential body language skills
• The difference between motivational and directional feedback
• Developing sound influencing skills

Day 4

• Running a practical coaching session to deal with everyday issues
• How to brief people and what to look out for
• Giving sound and useful feedback to the coachee
• Getting the coachee to come up with solutions
• Using an output-coaching styles that will encourage discovery-based learning
• How to avoid monkeys on the back

Day 5

• Running a further practical session to deal with difficult and challenging issues
• Having a sound contingency plan for when things don’t go to order
• Key guidelines on giving truly effective feedback in a difficult situation
• Accepting feedback from others and what can be learned from it
• Being proficient in using a coaching assessment forms and keeping notes
• Setting up the next coaching opportunity