A Coaching Skills Program is required to position coaching as a vital skill in the performance management process. The program makes clear distinctions between Coaching and Counseling, so that managers/employees will be clear which tool is more effective in supporting performance improvement. The program will emphasize the longer-term benefits of an investment of time in using coaching. The content of this program will also include an understanding of when and where to use coaching effectively, (and where not to use it), how to use an evidence gathering process to collect factual behavioral data to support the feedback process, and establishes the concept that responsibility for performance remains with the ‘performer’. The model requires the coach to follow a structured process that aims first to gain overall commitment from the coachee, and then looks at current performance, and then establishes commitment to performance improvement action by the coachee.
The methodology involves participants repeatedly working in ‘threes’ as Coach, Coachee and Observer, learning through trial and feedback from their peers. The content includes sessions on behavioral development in Active Listening and Sensitivity, core behaviors for effective skill development as a coach. The content outline for the proposed workshop is given below. It includes context setting so that:
Participants understand where coaching fits in to their leadership responsibilities.
A common understanding of ‘Performance’ is created, whereby the responsibility for performance remains clearly with the ‘performer’.
Through learning about ‘Situational Leadership’, participants can understand when, and with whom, to use coaching more intensively.
1. To position Coaching as a vital business skill, that underpins Performance Management in the business.
2. To provide participants with user-friendly models and some practical tools to support a real desire to conduct effective coaching.
3. To provide participants with user-friendly models for giving and receiving feedback
4. To provide participants with the opportunity to practice coaching and feedback skills in a safe environment and receive feedback to aid fast learning.
5. To complete an organizational and personal action plan for follow-up.
1. Organizational and Individual Clarity about the differences between Coaching and Counseling.
2. Knowledge of when and how to use coaching and feedback effectively.
3. Buy-in to the use of coaching to achieve positive performance and better relationship building.
4. Confidence in the use of coaching and feedback as a tool. This is a Skill Building Workshop. Practical work takes up 75% of the time.