From early forms of transportation, or rail coach, the word ‘coaching’ literally means to transport someone from one place to another. One thing that the various forms of coaching have in common is that people are using it to help them move forward or create change.
Simply put, coaching is a series of conversations between two people. It is about enabling people to create change through learning and self-awareness. In our constant quest to live purposeful lives, coaching provides a way by which one person can truly be supported by another.
Benefits:
- Inspired and effective role models and change agents.
- Sustainable change through the systematic feedback approach.
- More skilled leaders/facilitators within a specific coaching context and within the general organisational context.
Who should Attend?
Anyone truly committed and dedicated to the work of transformation.
Leaders, managers, supervisors, department heads and staff who have the capacity and interest to make a significant difference in their personal and work contexts.
Duration, Cost and Venue:
1 Full Day, Cost and Venue to be discussed.
Course outline:
- Step 1 – Establish the context for coaching
- Step 2 – Create understanding and direction
- Step 3 – Review and confirm learning
- Step 4 – Completion
Step 1 – Establish a context for coaching
This relates to creating the right environment for coaching and making sure that the mechanics of coaching are agreed to and made explicit up-front.
Delegates will discover how to:
- Create the appropriate environment for coaching
- Effectively schedule dates and times for coaching sessions
- Choose the appropriate location and context for coaching sessions
- Work with the expectations of both parties
- Discern the difference between coaching and mentoring
- Work effectively with note taking
- Make explicit anything that will make the job of coaching easier
Step 2 – Create understanding and direction
A good coach will always ask, “What do you what to achieve in today’s session?” It is important to have a target or a specific task, so that a drifting conversation can be brought back to target. Goals may change but always need to form the basis of every session.
Delegates will discover how to:
- Create specificity and direction
- Use coaching questioning techniques
- Use ‘narrowing down’ techniques to assist with surfacing the key issue, goal or outcome quickly and effectively
- Include a variety of tools and processes from the leader’s tool box in order to assist the person who is being coached to accomplish the work.
- Create effective coaching assignments for in-between sessions
- Challenge the process
- Keep the field between the two parties alive and active from one session to the next
Step 3 – Review and confirm learning
Regular reviews are important to maintain good progress within a coaching assignment. The coach needs to strike a balance between the time spent reviewing and the time spent coaching.
Delegates will discover ways to:
- Review the coaching sessions and evaluate their impact.
- Assess the progress being made by the person being coached in achieving goals and outcomes.
- Discover what is working and what is not working in coaching sessions.
- Help the person being coached realise the benefits of the process.
- Improve coaching sessions.
Step 4 – Completion
This is logically the final stage of coaching and its purpose is bringing the coaching assignment to its natural conclusion. No matter how enjoyable the interaction, it should come to an end. It is important to keep the relationship fresh. It should not become too familiar or diminish in potency. If it begins to drag the coach may become over-tolerant and the person being coached may become immune to the assistance being offered.
Delegates discover:
- How and when to complete coaching sessions.
- How to terminate coaching sessions in a supportive way.
- Ways in which the person being coached can be engaged in further development and continue to learn.
- How to help the person create a personal development plan (PDP)
- Strategies for completion of the process.
