Coaching skills

for managers
 Housekeeping

› mobile phones
› break times
› toilets
› emergencies

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 Workshop overview

At this workshop the following will be addressed:

› 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 visual kinaesthetic

learners learners 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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