Managing for Impact

Shared Services

Continuous Improvement Process

HRD & Training Strategies for Organizational Impact

Chain Gang Simulation

Presenting for Action

Coaching for Results

Association

Overview:

The workshop uses action learning to deliver key concepts and skills of coaching to people managers for better performance and business results; i.e. the participants will learn as they solve their coaching problems. The key theme is about managers knowing when to use coaching versus directive, supportive and delegative style with different employees and situations. The program design provides participants time to practice key skills and behaviors in between the 2 days workshop and the 1 day review.  Exercises include facilitated group discussions, role plays, questions and answers with the consultant based on real life work situations to ensure the key skills and concepts can effectively be transferred from classroom to workplace. The tools and applications are practical and can be immediately applied in the workshop as well as back in the workplace.

Target Audience:

• Senior Executives and their managers in any industry dealing with people and wanting to enhance performance.

Key Concepts:

• Roles of manager and leader are situational and coaching is one of the key tools to enable better performance.
• Coaching builds on the training foundation for application and results.
• Coaching is a 2 way interactive process with a focus on results.
• Coaching uses the principle that the employee knows the problem and probably can get to solution but is probably not seeing the solution clearly or does not understand the options available for solutions.
• The coachee is the one responsible for carrying out the solutions. 
• The coach does not need to have the same expertise as the coachee to coach. 
• The coach needs to find the value-add he/she plays in the coaching process – observation, feedback, listening and questioning expertise.
• Using a structured approach and tools to make the coaching process effective.
• Learning the art and science of combining observation, feedback and questioning to help someone to move from ‘no possibility’ to ‘possibility’ – helping someone to view the world differently 
• Rules for giving feedback which includes positive feedback and advice.
• Rules for listening to understand the spoken and unspoken.
• Rules for questioning.
• Essentials for effective relationship management.

Key Skills:

• Relationship Management
• Observation, Assessment, Prioritization
• Providing Appropriate Feedback
• Asking Questions (open-ended)
• Listening to Understand

Coaching for Results (2 days workshop: 9am to 5pm)

At the end of the two days workshop participants will:

1) Have clear understanding of manager and leader roles and why coaching is important to business results.
2) Have an agreed upon definition of coaching and objectives for use in workplace.
3) Have an agreed upon set of coaching behavior and process for use back at workplace.

• The defined coaching behavior can become part of the performance evaluation of managers.
• The coaching process can be transparent between the manager and employee during the ‘performance contract’ meeting. 

4) Have clear understanding of your own coaching gaps and action plans via exercises on questioning, listening, observation and feedback. 
5) Have a completed employee profile assessment completed and an action plan for performance planning meeting.
6) Beginning of areas of coaching (problem solving, delegation, decision making, communication etc).   identified for application back at work.

Coaching for Results One Day Review (9am to 5pm)

At the end of the ‘One Day’ review participants will:

1) Have shared experiences on performance planning meeting, wins and challenges.
2) Have practiced coaching on identified areas.
3) Have documented shared better-known-method (BKM) on identified coaching areas and define standards on the identified areas (problem solving, delegation, decision making communication etc). 

Delivery Method:

• Participants are expected to bring real work situations and examples into the learning
• Participants will have to practice the key concepts and key skills between the 2 days Workshop and 1 day Review.
• Participants will practice key skills through group discussions, group exercises and role plays.
• Participants will also get personal and specific coaching throughout the 2 days and 1 day.