Participants will leave the programme understanding their own coaching and learning styles, and how to identify the styles of their staff. They will have enhanced their ability to grow, motivate and develop their team and increase the opportunities to delegate. Small group activities and real practice using real issues form an integral part of this highly participative programme. Peer group and one-to-one training consultant feedback is used to enhance the learning.

Who Should Attend

Any manager and team leader who is seeking to improve the way they coach, motivate and empower their people. Those who wish to develop the competence of their staff whilst at the same time inspiring them to exceed what were perceived to be their personal limitations.

Programme Objectives

After attending this programme, participants will have the ability to:

• Improve team and individual performance through an effective and flexible coaching framework
• Transform discussions into results
• Encourage others to commit to and own targets that stretch them, and transform team performance
• Facilitate the development of others by helping them to explore effectively themselves, others and the situation, to identify the real issues
• Assist the performer to identify strengths and weaknesses and then produce focused plans to improve performance
• Consciously use the work situation as an opportunity for planned learning that motivates the individual
• Cultivate initiative and creativity in others
• Monitor and control progress whilst encouraging everyone to develop and grow
• Recognise and encourage success.

Programme Overview

Defining Coaching
The role of coaching and its links with results
The role of the manager in coaching
Identifying the benefits of coaching for the subordinate, manager and the organisation
Understanding the process of learning, development and individual motivation
Reviewing the learning cycle and exploring the needs of those with styles that is in contrast to the coach’s

The Context Of Coaching
Whose agenda?
Identifying and developing the coaching climate
What makes a brilliant coach?
Taking and making coaching opportunities

The Coaching Iceberg
The practice, process, skills and attitude of coaching
How to be an effective coach
How to get started - hot hints and tips
How to develop your coaching style
Identify coaching style options and using styles appropriate to the situation

The Coaching Process
Stages in the coaching process
Reviewing current performance, background and experience
Identifying improvement areas
Identifying resources and developing tactics
Setting and agreeing goals, targets and timescales
Monitoring progress, supporting and reviewing

The Coaching Session
Setting and agreeing session objectives
Planning and structuring the session
Establishing rapport and building effective relationships
Applying listening and questioning skills
Learning to summarise and reflect
Silence: A key coaching skill
Recognising and reacting appropriately to emotions
Following up cues and clues
Suspending judgement
Agreeing plans

Coaching Practice
Doing it for real
How to deal with ‘problem’ performers
The stereotypes of performer you will encounter and how to respond

Personal Development Plan
Developing an individual action plan for implementation back in the workplace.


Lynn Joy
tel: +44 (0)1789 734300
email: lynnj@structuredtraining.com