Certified Manager / Leader as Coach Course

Managers are expected to coach workers every day:
“Nearly nine out 10 firms expect their managers to deliver coaching as part of their day-to-day work, according to a new survey by the Institute of Personnel and Development.

The vast majority of employers believe coaching can deliver tangible benefits to both individuals and organizations, said the Institute. The majority of employers planned to increase the use of coaching over the next few years, it added. The research also found that coaching provided by a manager or supervisor is becoming increasingly popular as the value of sustainable on the job learning is recognized in the workplace. However, research also suggests that if coaching is to deliver these significant benefits, employers need to ensure that their line managers are provided with up-to-date Manager-as-Coach training to be able to deliver the results.”

-Training & Development. -Jan. 2009. Management Issues News

Who are the Course Participants?

- Managers or Leaders or other individuals who are interested in developing coaching skills to use in their specific profession.
This course is suitable for both:
1) an organization’s Managers and Leaders and,
2) Service Providers eg; Real Estate Agents, CPA’s, Financial Advisors and other professionals.
The later group use the learnt knowledge and skills to provide coaching as a part their traditional services eg; as a trusted specialist advisor they coach/ guide their clients through strategic planning and related personal management issues.

Course Description:

No matter how much we “thrive on chaos” and jump “into the vortex,” new habits/learning/behavior take time to develop. Every person changes at their own rate and we can’t speed that up. The world around us is changing faster than ever, but people are not. Clearly, we are in need of an adaptive, personalized change and growth tool to empower our

Managers/Leaders to deliver ongoing, real, sustainable results to build individual/professional and corporate futures upon.

The Manager / Leader as Coach plays a critical role for organizational development and improved business results - whether the focus is reducing unwanted turnover, inducting new employees or those transitioning to leadership roles, providing access and skill enhancement to targeted groups, or accelerating the development of the best and brightest. And while coaching may occur spontaneously with positive results, its benefits are too important to be left to chance. A well-defined process, support structure, and validated techniques and tools are required to ensure reliability, sustainability, and broad-based impact.

A manager or leader or professional coach is expected to get the very best from the people they work with. And, much of that success will depend on their ability to help people develop the skills needed to improve performance levels. But coaching performance is more than skill enhancement – it is targeting growth paths, motivating, addressing behavior challenges – all with end goal of shaping and fine tuning individual or group performance to help the organizations realize its strategic objectives.
Most Managers/Leaders/Supervisors/Team Leaders believe they are providing performance oriented coaching by simply providing positional technical skills training and feedback.
Many recent studies have shown that “Technical Skills” (our natural skills and learnt skills through training and experience) only represent at best 20% of the input into our performance. The remaining 80% which affects our performance comes from our “Personal Skills” (those crucial other elements such as our thinking and our behavioral aspects -such as: Ability to choose or make a decision, Assertiveness, Authenticity, Commitment to grow, Concentration, Emotional stability, Enthusiasm, Judgment, Energy level, Resourcefulness, Honesty, Integrity, Open-mindedness, Optimism, Persistence, Performing well under stress, Reliability, Self-confidence, Self-control, Self-reliance, Self-respect, Initiative or drive etc). Few Managers/Leaders understand just how deep rooted their own behavior patterns are, let alone how to positively change them in other people.

Peak performance coaching tools and techniques.
To create lasting performance change it is necessary to first understand the positive and negative influence that a person’s Personal Skills has on the execution of their Technical Skills. Only when we fully understand a person’s behavioral patterns and create positive self-managing coaching strategies can we assist a person to create lasting performance change.

Coaching for sustainable learning acquisition and behavioral change (versus old forms of traditional coaching) -is a vital function through which executives and managers learn how to “lead” their people to outstanding productivity, morale, commitment, creativity and teamwork. Some other results include: lowered destructive conflicts and a higher constructive challenge, more productive inclusive outcomes; increased openness and greater levels of creativity, problem-solving and intellectual curiosity.

In this workshop, participants learn the latest and best practices for building, developing coaching initiatives that deliver long-term, maximum results for both individuals and organizations.

Manager as Coach / Leader as Coach:

- Course Objectives

-Integrating Coaching Skills into a Leadership Role

Transformational leadership requires new ways of communicating with those you work with. Coaching skills are essential. This workshop is for any leader or manager who wishes to incorporate coaching skills into their existing leadership roles.

Who Should Attend?

Leaders who desire to empower, equip, encourage, and support others.

* Team leaders
* Project managers
* Field directors
* Area directors
* Regional leaders etc

Participant’s (Managers / Leaders) are shown how to:

* enhance their management and leadership skills
* understand how coaching can work for them
* define best industry practice standards of coaching
* select the appropriate coaching models of practice in their role as a manager/leader
* learn a step by step proven, process of coaching in the workplace that best suits them
* practice their coaching skills in relevant role-plays
* benchmark their own coaching initiatives against the industry leaders
* best deal with some of the key challenges that a manager/leader coach must confront
* participants are also shown how to increase their interpersonal and communication skills, problem solving skills and
motivation and self-confidence, acquire better team cohesion and improve their bottom line results
* plus lots of industry insider information, case studies, resources etc

Plus -How to:

* Improve employee performance and well-being by creating an environment that promotes learning and development
* Enable employees to build upon their strengths and improve areas of weakness
* Address performance issues in a manner that gets employees back on track – fast
* Build trusting and constructive relationships
* Provide meaningful motivation – understand which motivational strategies work, which don’t and why
* Build the competency level of a workforce in alignment with organizational goals

Some Further Benefits

* Identify organizational policies, practices, and cultural factors that support successful coaching initiatives
* How to tie your coaching to your organization’s strategic objectives
* Obtain a wealth of tools and sample documents to organize, launch, support, and sustain a proven coaching framework
* How to utilize a scorecard of measures for evaluating your coaching effectiveness and growth
* How to leverage critical enablers — and avoid critical derailment — of effective coaching

Course Structure:

- Comprehensive Experiential Learning

30 Modules.

Each module is complete in itself so that trainers can choose which modules they want to present.

Each module contains:

1) Clear Objectives established at the beginning of each module,
2) Detailed Facilitator’s Notes -a step-by-step guide to introduce the topic and a commentary to accompany each point on the material,
3) Multiple Learning Activities for the participant to engage in, such as: role plays, case discussions, self-assessments
etc…and,
4) Facilitator’s Notes -to conduct and debrief the learning activity.

Content:

-Some Example Modules…

: Coaching  - its core elements (6W’s)

: What coaching is not

: Coaching Education - What to tell your staff

: Coaching Skills Checklist

: Coaching and Managing  -Recognizing your strengths as a Manager

: Informal Coaching – a model and when to use it

: The Managers Toolkit of Techniques -and how to use

: Exercises –Coaching Skills Practice etc

: The Critical Qualities of a Successful Manager Coach

: How the Manager can employ Behavioral Coaching

: The Managers Toolkit of Behavioral Coaching Models and Sub-Models

: Coaching for everyone?

: Who to Coach – Contractual Coaching

: The Assessment Toolkit

: Feedback Structure and Guidelines

: Coaching Dialogue -that works

: Goals and Action Planning Maps

: First (and Second) Coaching Sessions -the structure and content

: Ongoing Coaching Sessions  (A Cycle)

: How to work with Self-Limiting Beliefs -within a short time frame

: How to work with Emotions

: More Exercises -eg: Observation Exercise –Coaching Skills

: The Last Sessions

: How to Evaluate Coaching

: Latest Team Coaching Strategies

: Dealing with any Barriers to Coaching

: How to determine Commitment Levels -and manage

: Strategies dealing with Coachee Reluctance etc..

: The Critical Maintenance Measures to construct -beyond the workshop

: Relevant Case Studies and lots more….