Coaching Skills For Managers is an immersive learning experience for managers & leaders looking to enhance their people management & development skills.
Coaching Skills for Managers
Coaching Skills For Managers is designed for managers and leaders who want to help their employees achieve their potential and succeed. By providing guidance, feedback, and support, managers can help their team members improve their performance, develop new skills, and feel more engaged and satisfied in their work.
This 2-Day workshop is fully customisable to suit your needs. The program can be offered in-house, on-site or off-site in both face to face and online formats. This course is suitable for the following applications:
- Agile Performance Management
- Employee Development
- Career & Succession Planning Conversations
- Business & OKR Coaching
- Leadership/Executive Coaching
- Agile Team Coaching
Used by over 500 brands all over the world
Come join our journey is creating future workplaces. We are dedicated to helping organisations become more agile, more collaborative & more successful.
Course Overview
During this highly immersive program, participants will discover how to inspire others to believe in their own success, sharpen their focus and make radical shifts to achieve extraordinary results through state-of-the-art coaching techniques.
Participants discover coaching as a powerful management and leadership skill; learn, experience, and practice “state-of-the-art” coaching techniques; learn the structure and process of integrating a coach approach to management and how to apply this learning within the workplace immediately.
The Coaching Skills For Manager program supports the development of managers and leaders who ‘show up’ as coaches in the workplace throughout their daily practices.
Schedule a 30 minute call to discuss your coaching needs.
Choose from a Range of customizations
Who Should Attend?
The Coaching Skills for Managers program is perfect for leaders, managers, HR professionals, and anyone who is interested in learning and developing coaching skills.
- CXOs
- HR Business Partners
- Line Managers
- Agile Coaches / SCRUM Masters
- OKR Experts
- Startup Professionals & Entrepreneurs
- Project Managers
Have any questions? Don’t hesitate to reach us.
Contact us
What is the course methodology?
- Immersive Blended Learning
- Real-Play Practice
- Group Discussions & Social Learning
- Socratic Interactions
What course materials are given to participants?
- Participant Workbook
- Coaching Skills Ready Reckoner
- Question Cards
- Handouts
What you will learn in Coaching Skills for Managers?
This course is for you if you are responsible for the professional development of other people at work. This could be as a manager as an internal coach/mentor, or if you are interested in beginning a professional career in coaching.
- What is Coaching?
- Benefits of taking a coaching approach.
- Causes of poor performance & when to coach.
- Coaching vs Feedback vs Mentoring vs Training.
- Principles, Skills & Process of Coaching.
- Appreciative Listening™ - Key Coaching Skill.
- Catalytic Questioning™ - Key Coaching Skill.
- Coaching Dialogue Model™.
- Being a Coach vs Doing Coaching.
- Applications of coaching at the workplace.
Coaching Skills - FAQs
Coaching skills for managers are the abilities and techniques used by managers to effectively coach and develop their employees. These skills include Appreciative Listening™, Catalytic Questioning™, setting goals both personal and professional, and providing support and guidance.
Coaching skills are important for managers because they help to develop and motivate employees, improve performance, and achieve organizational goals. By coaching their employees, managers can create a positive work environment, increase employee engagement, and promote a culture of continuous learning and improvement.
The ABCs of coaching are a framework for effective coaching developed by Sir John Whitmore, a pioneer in the coaching industry. The ABCs stand for:
A – Awareness: The first step in coaching is to help the coachee become aware of their current situation, including their thoughts, feelings, and behaviors. This awareness helps the coachee identify areas where they want to improve.
B – Beliefs: The second step is to help the coachee examine their beliefs and assumptions about themselves and their situation. Often, limiting beliefs can hold individuals back from achieving their goals, so it’s important to challenge and reframe these beliefs.
C – Choices: The final step is to help the coachee identify their options and make choices about how to move forward. This includes setting clear goals, developing action plans, and making commitments to follow through on those plans.
By focusing on the ABCs of coaching, coaches can help their coachees gain greater awareness, challenge their limiting beliefs, and make empowered choices that lead to lasting change and growth.
Coaching skills can be used to manage difficult employees by helping to identify the root cause of the employee’s behavior or performance issues, setting clear expectations and goals, providing regular feedback and support, and creating a plan for improvement. Effective coaching can help to motivate and engage even the most difficult employees, leading to improved performance and a more positive work environment.
By setting challenging but achievable goals, recognizing and rewarding good performance, and encouraging continuous learning and improvement, managers can use coaching skills to develop their high potential team members. By coaching high-performing employees, managers can help them to reach their full potential and contribute even more to the success of the organization.
Managers play an important role in coaching their team members to achieve their goals and continually develop them. Managers use coaching skills to generate ownership and accountability from their employees during important junctures of performance management including goal setting, development planning, career planning discussions, performance review discussions and when their employees are faced with challenges at the workplace.
Coaching as a skill is quite powerful in any situation. In fact one need not be a subject matter expert to become a coach. However, the ability to coach someone is based on some fundamental principles. These principles are the critical ingredients that make a coaching conversation successful. In order to be a good coach one must establish a relationship of trust between the coach and the coachee. It is also important for the coach to be patient with the coachee to come up with their own solutions. Good coaches keep the conversation focused on the coachee and allow them to learn how to develop their own solutions.
Line managers play an important role in coaching and mentoring their team members to help them develop their skills and achieve their goals.
Setting expectations: Line managers establish clear expectations for their team members, outlining what is expected of them in terms of performance, behavior, and development.
Providing feedback: Line managers provide regular feedback to their team members, highlighting their strengths and areas for improvement and providing guidance on how to improve.
Identifying development needs: Line managers identify their team members’ development needs and recommend appropriate training or coaching programs to address them.
Coaching skills: Line managers coach their team members on specific skills or tasks, providing guidance, support, and advice to help them improve their performance.
Mentoring: Line managers act as mentors, providing guidance and support to help their team members navigate their careers and develop their professional skills.
Monitoring progress: Line managers monitor their team members’ progress towards their goals and provide additional support and resources as needed to help them succeed.
Recognizing achievements: Line managers recognize their team members’ achievements and celebrate their successes, reinforcing positive behavior and motivating them to continue improving.
There are various types of coaching, each designed to help individuals and organizations achieve specific goals.
Executive coaching: Executive coaching is focused on helping senior executives develop their leadership skills, improve their decision-making abilities, and achieve their organizational goals.
Career coaching: Career coaching is designed to help individuals navigate their career paths, identify their strengths and interests, and develop a plan to achieve their professional goals.
Performance coaching: Performance coaching is focused on improving an individual’s performance in a specific role or task, providing feedback and guidance to help them improve their skills and achieve their goals.
Life coaching: Life coaching is designed to help individuals identify their values, set personal goals, and develop a plan to achieve a more fulfilling life.
Team coaching: Team coaching is focused on helping teams work more effectively together, improving communication, collaboration, and productivity.
Wellness coaching: Wellness coaching is designed to help individuals improve their physical and mental health, develop healthy habits, and achieve a balanced lifestyle.
Skills coaching: Skills coaching is focused on developing specific skills, such as communication, time management, or presentation skills.
- OKRs Coaching: Coaching leaders and teams on setting, aligning and implementing OKRs is one of the fastest growing facet of coaching.
Coaching styles are always dependent on the personality of the coach and the coachee. A good coach will adapt to the coachee’s behavioral and personality make-up in order to get the most out of them. These behavior based coaching styles are greatly inspired by DISC profiles.
Directive coaching: In this style, the coach provides specific instructions and guidance to the coachee, giving them clear direction on how to achieve their goals.
Supportive coaching: In this style, the coach provides emotional support and encouragement to the coachee, helping them to build confidence and motivation.
Collaborative coaching: In this style, the coach and coachee work together as partners, sharing ideas and coming up with solutions collaboratively.
Facilitative coaching: In this style, the coach encourages the coachee to find their own solutions and answers by asking powerful questions, providing feedback, and creating a supportive environment for the coachee to explore and reflect.
Each coaching style has its own strengths and weaknesses, and the choice of coaching style depends on the coachee’s needs and goals. A skilled coach can use a combination of coaching styles to best support the coachee and help them achieve their objectives.
The International Coach Federation (ICF), the largest professional coaching organization, has identified 11 core competencies that a good coach should possess. Here they are:
Ethical and professional standards: A good coach adheres to high ethical and professional standards, respecting the client’s confidentiality and privacy.
Coaching presence: A good coach demonstrates a calm and focused presence, actively listening to the client and creating a safe and supportive space for coaching.
Active listening: A good coach actively listens to the client, paying attention to their verbal and nonverbal communication and asking powerful questions to deepen understanding.
Powerful questioning: A good coach asks open-ended and thought-provoking questions that challenge the client’s assumptions and encourage them to explore new perspectives.
Direct communication: A good coach communicates clearly and directly with the client, giving them honest and constructive feedback and holding them accountable for their commitments.
Creating awareness: A good coach helps the client gain greater awareness of their thoughts, feelings, and behaviors, allowing them to make more informed choices.
Designing actions: A good coach helps the client design concrete action plans that are aligned with their goals and values.
Planning and goal setting: A good coach works with the client to set clear, measurable goals and create a plan of action to achieve them.
Managing progress and accountability: A good coach helps the client stay on track and holds them accountable for their commitments, providing support and feedback as needed.
Facilitating learning and results: A good coach helps the client learn from their experiences and achieve meaningful results, fostering a culture of continuous learning and growth.
Building trust and intimacy: A good coach builds a trusting and intimate relationship with the client, creating a safe and supportive space for coaching.
By mastering these core competencies, a good coach can help their clients achieve their goals, develop their skills, and achieve lasting change and growth.
Here are some benefits of a Scrum Master with coaching skills:
Improved Communication: A Scrum Master with coaching skills can use active listening and powerful questioning techniques to facilitate healthy communication and collaboration within the Scrum team, leading to better outcomes and a more positive team dynamic.
Increased Engagement: A Scrum Master with coaching skills can help the team members to develop their skills, identify their strengths and weaknesses, and set goals for personal and professional growth. This can lead to increased engagement and motivation among team members.
Better Problem Solving: A Scrum Master with coaching skills can help the team members to identify and overcome challenges and obstacles that may be hindering progress, leading to better problem-solving and decision-making.
Continuous Improvement: A Scrum Master with coaching skills can foster a culture of continuous improvement within the Scrum team, encouraging team members to reflect on their performance, set goals for improvement, and experiment with new approaches.
Stronger Relationships: A Scrum Master with coaching skills can build strong relationships with the Scrum team members, stakeholders, and other teams in the organization, creating a supportive and collaborative environment that fosters innovation and growth.
A startup professional can benefit from being a coach in several ways, including:
Building Leadership Skills: By becoming a coach, a startup professional can develop their leadership skills, including communication, delegation, and motivation. These skills can help them become a more effective leader in their business.
Learning New Perspectives: As a coach, a startup professional will work with a variety of clients from different backgrounds and industries. This exposure can help them learn new perspectives and gain insights that they can apply to their own business.
Networking: As a coach, a startup professional will have the opportunity to network with other coaches and professionals in related fields, which can lead to new business opportunities and collaborations.
Personal Development: Being a coach can also help a startup professional to develop their personal skills, such as active listening, empathy, and problem-solving, which can benefit them both personally and professionally.
Additional Income: Coaching can be a source of additional income for a startup professional, providing a steady stream of revenue that can supplement their main business income.
Helping Others: Coaching can be a rewarding experience for a startup professional, as they can help others achieve their goals and overcome challenges, making a positive impact on their clients’ lives and businesses.
Here are some examples of powerful coaching questions that can help to deepen understanding and encourage exploration by the coachee:
What do you want to achieve in this session?
What is the outcome you desire from this situation?
What are your strengths that you can leverage in this situation?
What are some of the challenges you are facing right now?
What is one step you can take to move forward?
What assumptions are you making about this situation that may be limiting you?
How can you reframe this situation to see it from a different perspective?
What can you learn from this situation to help you grow and develop?
What is the impact of your behavior on others in this situation?
How can you best support yourself in this situation?
Remember that effective coaching questions are open-ended, non-judgmental, and focused on helping the coachee gain greater awareness, explore new perspectives, and identify concrete actions to move forward.