Effective Coaching for Managers

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Duration: 2 Days Overview: The ‘human capital’ of an organisation is one of its greatest assets. No matter how good a product is, the human component can ‘make or break’ a business. The transfer of knowledge and skill within organisations is a crucial part of this process and has implications on productivity, customer satisfaction and staff retention to name but a few. Whether you are a long time or recently appointed manager, getting the best from your direct-reports by raising the impact of your management effectiveness and coaching efforts is a vital element of ensuring a motivated and ever improving workforce. New Horizons' 'Effective Coaching for Managers' course introduces the essentials that will allow your business leaders to take the organisation to another level. Structure makes a difference in the effectiveness of the process. Knowing where the candidate is and having a structure and strategy to help them grow is crucial for the candidate. It also makes it easier to manage both the knowledge/skills transfer and how the candidate is applying it in the workplace. The ability to communicate, relate, goal set, motivate and feedback all involve an understanding of people, their differences and how to get the best out of them. Effective Coaching for Managers helps you to do that more effectively. The challenge for all managers is how to get staff to operate at a consistently high level. The answer lies in the manager’s ability to transfer skills and knowledge (acting as coach) and get the coachee engaged in the process. The coach acts as a catalyst to create positive, progressive changes in the coachee. Target Audience: This course will benefit anyone who is in a position that needs to bring out full potential and high performance in staff or those in value-added provider relationships. It is particularly useful and relevant for Middle Management, Supervisors, Team Leaders and Product Trainers. Key Participant Benefits: Gain self-awareness of strengths and weaknesses via 180° feedback tool Create focused improvement strategy through analysis off the tool Get the best out of the coach process through Active Listening, Superior Questioning Techniques, Feedback and Empathy Get the best out of coachees through Building Rapport, Developing and Maintaining Trust and Fostering Mutual Respect Maintain performance through application of Goal-setting technology Create ease through the structure of the G.R.O.W. Coaching Process: - G: Goal - R: Reality (Current) - O: Options to bridge the gap - W: Who does What by When Allows time for practice and insight by applying processes in order for coaches to: - Problem solve - Address poor performance/behaviour Increased retention and mastery by creating and following a post course Action Plan Ability to measure skill adoption and raise motivation to change behaviour by doing a 180° retest 100 days later (optional) Key Business Benefits Allows for the information transfer from experienced to less experienced staff, which in turn raises the value of the human capital and life blood of the company Aligns performance and behaviour within staff to make a much more accountable and easily managed work force Provides tools to lift the performance of staff, increasing motivation, confidence and revenue At Course Completion: Participants will leave the course with a certificate of attendance and an individualised action plan to help support next steps on return to the workplace. More importantly you will have developed skills and knowledge to become: More productive More confident in the coaching process More able to get the best out of people Adept at eliciting and using coachee information A skilled communicator Outline: Expand All PART 1: PRE-COURSE FEEDBACK 180° Feedback Mechanism One month prior the training Participants will be provided with 6 web links for the 110-question Coaching survey New Horizons will compile the data in readiness for the Coach training programme Participants use one link to complete the questionnaire and then distribute the other 5 links to current and/or previous coachees via a template ‘Invitation’ allowing 5-Days for completion Up-dates will be provided by New Horizons so reminders can be issued if necessary PART 2: INTRODUCTION Introduction and Course Overview Learning Objectives Defining Coaching Gain clarity about what coaching is and what it is not Understand the producer role of the coach Identify the qualities of an effective coach Profile of a Coach Understand the elements of the Profile Tool Know how to interpret your Feedback results Know how to plot your results Analyse the gaps in self assessment versus coachee assessment Effective Coaching Understand the 3 core Communication Skills – Questioning Techniques – Active Listening – Reflecting (Empathising) Practice the 3 core Communication Skills in Role-play Plot Communication Skills feedback on Profiling Tool Review results and capture reflections Analyse actions needed for improvement in Cumulative Action Plan Interpersonal Communication Skills What are Communication Skills? Five Fundamentals PART 3: FOUNDATION SKILLS Active Listening Listening exercise Paraphrasing/Sharing a Meaning Encouraging two-way listening Questions and Directives Importance to coaching Open vs closed Finessing Questions Empathy Importance to coaching Using it to disarm Words to avoid when emapthising Plot Foundation Skills feedback on Profiling Tool Review results and capture reflections Analyse actions needed for Foundation Skills improvement in Cumulative Action Plan PART 4: RELATIONSHIP SKILLS Respect Ethics Qualities of respect Fostering Mutual Respect Non-Verbal Communication Reading body language and tone Using body language and tone with intent Building rapport Self-Disclosure Johari Window How far do we go Plot Relationship Skills feedback on Profiling Tool Review results and capture reflections Analyse actions needed for Relationship Skills improvement in Cumulative Action Plan PART 5: GOAL-SETTING SKILLS Goal Setting Skills How and Why Goals Work The Concept of Efficacy How to Raise a Coachee’s Efficacy How to set a High-Quality goal Plot Goal-Setting Skills feedback on Profiling Tool Review results and capture reflections Analyse actions needed for improvement in Cumulative Action Plan PART 6: FEEDBACK Giving Feedback Understand the importance of feedback – Positive Feedback – Negative Feedback Understand why feedback is a critical component of Goal Achievement and Managing Workplace Behaviour Be able to ensure productive response outcome from giving feedback Plot Feedback Skills feedback on Profiling Tool Review results and capture reflections Analyse actions needed for improvement in Cumulative Action Plan PART 7: COACHING STRATEGY Coaching Strategy Performance vs. Behaviour Development vs. Discipline Add some PEP - Planning, Environment, Proficiency Plot Coaching Strategy feedback on Profiling Tool Review results and capture reflections Analyse actions needed for improvement in Cumulative Action Plan The Coaching Model Understand the G.R.O.W. Coaching Process and its logic: - G – Goal - R – Reality (Current) - O – Options to bridge the gap - W – Who does What by When Understand how to bridge VISION/ REALITY gap Understand “Effective Decision’ facilitation process and practice in Role- Play Plot Coaching Skills feedback on Profiling Tool Review results and capture reflections Analyse actions needed for improvement in Cumulative Action Plan Skills Involved in Coaching Use G.R.O.W. to deal with 2 common Business Applications via Role-plays: - Problem Solving - Addressing Poor Performance/Behaviour Coaching Problems Common resistance issues Tactics for resistance issues Wrap and Re-CAP Compile Resultant Action Plan to create a goal and action plan for coaching improvement – not negotiable! PART 8: POST-COURSE FEEDBACK 360° Feedback Re-Test (Optional) 90-100 days post-training Participants will be provided with 6 new web links to repeat the process for the 110-question Coaching survey A further half day review of results and tweaking skills can be facilitated or... An interpretation booklet will accompany results for self analysis by coaches This component creates motivation for participants to hone their skills It also gives vital feedback to the organisation on future steps