Introduction

Coaching is about unlocking an individual’s potential to maximise their, and consequently the organisation’s, performance. It is about helping them learn rather than teaching them. Coaching sets out to embrace the whole person and understands the organisational context. It seeks to achieve alignment between individual, team and organisational goals. Coaching encourages innovation by releasing creativity and imagination and creates an environment where work is more personally satisfying.

The coach works with clients to achieve speedy, increased and sustainable effectiveness in their lives and careers through focused learning. The coach’s sole aim is to work with the client to achieve all of the client’s potential – as defined by the client.

Coaching is an opportunity to call halt to the frenetic pace of doing and to re-focus on being. It enables people to challenge their routines, to take a critical look at what they are doing and why, to identify and commit to new performance goals and to work out how to overcome the barriers that prevent them being more effective in their work roles.

Coaching relates primarily to performance improvement (often over the short term) in a specific skills area. The goals, or at least the intermediate or sub-goals, are typically set with or at the suggestion of the coach. While the learner has primary ownership of the goal, the coach has primary ownership of the process.

Developing a person’s skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives. It targets high performance and improvement at work, although it may also have an impact on an individual’s private life. It usually lasts for a short period and focuses on specific skills and goals.

In summary, coaching facilitates positive change:

• For the individual
• For the team and
• Within the organisation’s culture

Learning Objectives

The workshop is designed to provide the opportunity for participants to learn the core knowledge, skills and tools of workplace coaching to develop their staff and maximise individual and team performance.

By actively participating in the workshop and using the manual as an on-going personal development resource, you will be able to:

• Understand how coaching works and how it is different from mentoring
• Structure meaningful coaching conversations using a practical framework
• Review a range of core coaching skills: building rapport, empathic listening, powerful questions, feedback that makes a difference
• Develop the skills and confidence to coach and develop others
• Review individual differences and their value in personal development planning

Identify a range of development options that are suitable for your ‘Coachee”

Program Outline

Welcome and introductions

• Workshop overview, aim & objectives
  • Personal learning goals

What is coaching and how does it work?

• Differences between managing, coaching, counselling, mentoring
  • Benefits for individuals, teams, the organisation

Developing others – whose job is it anyway?

• Responsibilities, benefits, pitfalls
  • Learning cycle and styles
  • GAPS analysis
  • Choosing suitable development activities

 Being a GREAT coach – the core skills

• Building rapport
  • Are you really listening to me?
  • Powerful questions
  • GREAT feedback

Introduction to the GROW Coaching Model

• Structuring meaningful coaching conversations

Coaching conversations skills practice in Triads

• ‘Real play’ scenarios from the workplace

Coaching for performance: Joint problem solving using a Feedback Framework Review

• Debrief and key learning points

Summary, Evaluations & Close

  Call us now at +65 63365804 for a discussion or Whatsapp now at +65 63330737