Coaching skills
for managers
Housekeeping
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mobile phones
break times
toilets
emergencies
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Workshop overview
At this workshop the following will be addressed:
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coaching vs mentoring vs training
how and why people learn
learning preferences
coaching methods
the GROW model
giving and receiving feedback
assessing performance
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Workshop expectations
What do you know about the topic?
What do you need to know?
What outcomes do you expect from this workshop?
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Topic 1
Coaching fundamentals
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Coaching vs mentoring vs training
New employees or those who are undertaking new roles
need someone to show them what they must do
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Knowing who needs to be coached
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Self assessments
Skills:
1. formal assessment
2. informal assessment
3. self assessment
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The manager as a coach
Who will deliver the coaching?
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Activity
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Topic 2
Coaching principles
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Learning
When coaching it is necessary to understand:
› how and why people learn
› the specific needs of adult learners
› how learning preferences impact on the development of
new skills
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Barriers to learning
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Adult learners
have specific learning needs
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Learning preferences
auditory
learners
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visual
learners
kinaesthetic
learners
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The learning environment
The learning environment must be suited to the needs of
learners and to the expected learning outcomes.
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Structured coaching
‘People will exceed targets they set themselves’.
(Gordon Dryden)
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Activity
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Topic 3
Coaching methods
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Coaching
You cannot motivate another person, but you can create
situations which will enthuse them and encourage them to
motivate themselves.
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Difficult learning situations
Be patient.
Try to understand the learner/s.
Give learners the chance to settle in and become
comfortable.
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Coaching strategies and techniques
Facilitation
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Demonstrating what to do
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The GROW model
GROW:
› goal
› current reality
› options
› will
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Activity
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Topic 4
Feedback
Assessment
Follow up
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Giving and receiving feedback
‘Human beings, who are almost unique in having the ability
to learn from the experience of others, are also remarkable
for their apparent disinclination to do so.’
(Douglas Adams)
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Framing feedback
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Receiving feedback
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Practice
Practice:
1. To make a habit of.
2. To do or perform (something) repeatedly in order to
acquire or polish a skill.
3. To give lessons or repeated instructions to.
4. To carry out in action.
5. To do or perform something habitually or repeatedly.
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Identifying coaching problems
Evaluation of the coaching and of the coaching results will
enable problem identification.
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Assessing performance
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Monitoring progress
I’ll do it, I’ll do the monitoring!
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Activity
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Summary
Before leaving today please share:
› 1 thing you learned
› 1 new practice you will undertake at work
› 1 activity you enjoyed
Thankyou for your attendance and participation.
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