Coaching Skills for Line Managers

World Class Training for Managers/Leaders on Coaching Skills

Coaching Skills for Line Managers

Our proven expertise in coaching skills training is now available virtually.
Coaching Skills for line managers & leaders is fast becoming one of the critical success factors that create more employee engagement and better performance. Managers and leaders play a pivotal role in the performance of their teams and so does coaching skills.

WHY COACHING SKILLS FOR LINE MANAGERS?

Coaching Skills for Line Managers is a virtual leadership program designed to train managers, executives, leaders, and supervisors to use coaching techniques in their work relationships, and thus, gain the advantages that a coach approach to managing people brings.

This workshop provides a coaching toolkit of knowledge, techniques, and practiced skills that managers and leaders can apply competently and confidently in their work situation to gain immediate benefits. Applying these skills promotes rapid development of individuals and teams and fosters leadership potential.

Applying skills learned in The High Impact Coaching Skills program has been shown to:

  • Promote innovation, build relationships, and accelerate results
  • Effectively develop and retain valuable organisational members
  • Improve organisational communication and team effectiveness, and
  • Maximize people potential

Virtual Training Format

 
Course Duration: 1 Day or 2 Days

This workshop is fully customisable to your requirement

Blended Learning

    
Curated Content

Pre-Work Online Learning, Practice Sessions, Cases, Pop Quiz & Course End Exam

Digital Credentialing

 
Credly Badges

Digitally Authenticated Blockchain-Ready credentialing from CREDLY

Coaching Skills for Line Managers

WHAT TO EXPECT?

During this highly experiential Coaching Skills for Line Managers program, participants will discover how to inspire others to believe in their own success, sharpen their focus and make radical shifts to achieve extraordinary results through state-of-the-art coaching techniques. Participants discover coaching as a powerful management and leadership model; learn, experience, and practice “state-of-the-art” coaching techniques; learn the structure and process of integrating a coach approach to management and how to apply learning within the workplace immediately. The Coaching Skills for Line Managers program supports the development of managers and leaders who ‘show up’ as coaches in the workplace throughout their daily practices.

WHO SHOULD ATTEND?

Coaching Skills for Line Managers program is ideally suited for…

  • CXO Suite Leaders
  • Line Managers
  • HR Professionals
  • OKR Professionals
  • Aspiring Coaches
  • Academicians
  • Project Managers
  • Agile Coaches
Coaching Skills Line Managers

PROGRAM OBJECTIVES

Upon completion of the Coaching Skills for Line Managers Program, participants will be able to:

  • Create an environment for coaching.
  • Differentiate between coaching, mentoring, training, and feedback.
  • Flex your style and approach to suit a wide range of development needs and motivational drivers .
  • Learn the steps in a coaching conversation using the Coaching Dialogue Model
  • Identify and practice coaching skills within The Coaching Dialogue Model.
  • Describe the value and your business imperative for a leader-manager to use the coach approach.
  • Create a personal action plan to apply these skills in your role.

COURSE STRUCTURE

Section 1: Being a Coach

  • Introduction & Objectives
  • Creating the Context of Coaching
  • 6 Styles of Managing People
  • Creating the time and will for coaching others
  • Creating the Coaching Environment

Section 2: Coaching Skills       

  • Appreciative Listening™ & Practice Through Real-Play
  • Catalytic Questioning TM & Practice Through Real-Play

Section 3: The Coaching Dialogue Model TM

  • Step 1: Establish Intention
  • Step 2: Check Resources and Possibilities
  • Step 3: Create Blueprint for Success
  • Practice Through Real-Play

Section 4: Using Coaching to Maximize Performance

  • Creating a context for coaching application
  • Creating a Personal Action Plan for Coaching Skills Application
Course Giveaways
Learning Resources

E-Learning Modules

 
Course Duration: 12 Hours

e-learning modules including videos, quizzes, fluidbooks, etc.

Course Workbook

 
Participant Manual

PDF version of participant workbooks and handouts

Coaching Skills Zap Card

 
Coaching Skills Ready Reckoner

Single page laminate zap card with key topics summarised

Clients We Have Works With
Do you wish to sponsor an in-house workshop?
Speak to us today We would be happy to give you more details over the phone

Frequently Asked Questions About Coaching Skills

What is coaching?

The objective of coaching is to encourage people to solve problems for themselves rather than referring them back up to their manager. In fact, managers who coach tend to place a lot of emphasis on developing the people reporting to them, and on creating an environment where people can perform as independently as possible.

What does coaching involve?

Coaching involves the coach and the coachee working together to create changes. The main skills required by the coach involve focusing on goals, listening, asking non-leading questions, and giving non-judgmental feedback.

What are the differences between coaching and training?

Training is driven by the trainer, who will control most of both the process and the content in order to transfer knowledge or develop a new skill as efficiently as possible. In contrast, coaching is driven by questions addressed to the coachee, who then explores what they already know, but in a way that would probably not occur to them without the guidance of a coach.

What are the differences between coaching and mentoring?

In a mentoring relationship, the advice and expertise sought from the mentor will be broad based, with the objective of developing the individual for future roles both on a career and personal level. In a coaching relationship, the coach does not typically pass on experience or give advice, but rather uses questions and feedback to facilitate the coachee’s thinking and practical learning.

What are the differences between internal and external coaching?

Coaching can be done using professional coaching services supplied by an independent firm or consultancy, or it can be done by the manager themselves or by someone else within the organization. As part of your decision-making process you will have to consider the advantages and disadvantages of each of these approaches.

What are the differences between formal and informal coaching?

Where formal coaching is being used, both the manager and the team member will be clear that they are engaged in ‘coaching‘ and will be explicitly committed to the process. Informal coaching can happen as part of the everyday conversation between the manager and a team member if the manager is using a collaborative leadership style.

What are coaching skills and behaviors?

The coach must not be judgmental, must believe that the coachee is capable of improving their performance, and be committed to ongoing support. The coachee must be allowed to set the agenda, define the actions required as a result of the coaching session, and demonstrate their accountability for these actions by reporting the progress they have made in the subsequent session.

What factors are needed for successful coaching?

There are seven key skills you need for successful coaching: active listening, building rapport, asking questions, demonstrating empathy, using intuition, goal setting, and giving feedback. Another key part of being a successful coach is the use of a coaching model that aids this learning process.

How does goal-setting fit into coaching?

Goals operate as a self-regulatory instrument that guides the planning and focuses the coachee’s energies and thinking on a clear objective. Whilst the individual being coached is responsible for setting the agenda (goal), as coach it is your responsibility to be familiar with how to set motivating and attainable goals.

What are the organizational barriers to coaching?

The Chartered Institute of Personnel and Development (CIPD), Europe’s largest HR development professional body, has conducted research into the organizational barriers to effective coaching. It provides you with insight into why some organizations are reluctant or unable to implement effective internal coaching.

Do you wish to sponsor an in-house workshop?
Speak to us today We would be happy to give you more details over the phone
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