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Course Description

Effective coaching is one of the most critical drivers of team member performance.

Whether leaders are guiding people toward success in new or challenging situations or helping people improve or enhance their work performance, their ability to coach and provide feedback makes the difference between mediocrity and high performance. 

Course Outline

By helping learners understand the importance of three coaching techniques and how to handle both proactive and reactive coaching discussions effectively, this course allows leaders have more effective and efficient interactions.

  • What Is Coaching?: Facilitator shares the definition and characteristics of both proactive and reactive coaching. Learners are divided into two teams to debate the impact of each coaching on people, productivity, and profitability. After reviewing the three types of coaching and thinking about where they spend most of their time, participants identify and record their coaching situations.
  • Interaction Essentials and Coaching Techniques: Learners engage in a competitive quiz on their knowledge and understanding of the Interaction Essentials in the context of proactive and reactive coaching. They learn about and explore the coaching techniques in more depth by rotating through three self-discovery learning stations.
  • Case Study Coaching Situations: A case study is introduced in which a leader is preparing for two different coaching situations-one proactive and the other reactive. Participants watch a video of a leader conducting an active coaching situation and provide the leader with STAR feedback. Learners give advice to the same leader, who is now preparing for a reactive coaching discussion. Participants watch the leader use the skills and then provide feedback.
  • Skill Practice: Learners prepare for and conduct three rounds of skill practice using their coaching situations.
  • Closing Reflections: Working individually, participants reflect on how they will apply what they have learned on the job and outside of the workplace. Learners share their responses with the large group, and the facilitator highlights any patterns that emerge.

Learner Outcomes

At the end of this program, learners will be able to:  

  • Encourage people to take ownership of, and be accountable for, their work performance
  • Create a work environment where people are comfortable taking on the risks associated with new responsibilities
  • Boost morale, improve productivity, and increase profitability by coaching for peak performance in each person 
  • Manage work performance issues in a fair, consistent manner 

Recommendations

It is suggested that participants complete Communicating for Leadership Success prior to taking this course. 

Testimonials

"Very applicable to current job scope and previous work assignments; felt like I took a lot of good info away and things I can bring back to our team!"
Spring 2019 Participant

“I loved to learn about the different coaching methods and how it all ties back to the interaction essentials. I love the group interaction and teaming to discuss, it allows me to see different perspectives.”
Spring 2019 Participant

“The class was very informative and fluid. I learned better by doing and this fostered my learning.”
Fall 2018 Participant

Accrediting Associations

  • HRCI 3.5 PDC
  • SHRM 3.5 PDC

Applies Towards the Following Certificates

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