Overview
Why invest in your coaching skills?
Leaders are always under pressure to achieve more and get results quickly. When talking to team members about the difficulties or problems they are experiencing, we can often resort to the quickest response which is to advise them what to do or take on the task ourselves. But that sets up a vicious cycle. Your team will look to you to solve every problem. They won’t develop the experience or confidence to take on challenges without a lot of support. You end up doing all of your work, and part of theirs. It’s exhausting for you, and ultimately unhelpful for the people you manage.
Learning to coach can break this cycle, and enable your team members to develop their decision making skills as well as their confidence.
Building the confidence and resilience of your team can be done through using a coaching approach with them. This virtual training course will equip you with the fundamental skills and techniques to be able to turn ordinary conversations into coaching interactions, to build the confidence and capability of your team members to work more independently.
What you''ll learn
On this practical and highly interactive 3 ½ hour virtual training programme you will learn simple techniques to turn a brief interaction into an empowering learning situation for your team member or employee.
- How to take advantage of five-minute coaching opportunities- how changing a few words can turn a conversation into a coaching interaction
- The three communication skills that will get you coaching
- Using ‘GROW’ to structure coaching conversations
- To know when coaching will be effective and when another type of response is needed
Who is it for?
This course will suit managers at all levels who:
- have to manage their teams remotely and want to help them by building their resilience and confidence in this challenging time
- tend to take on too many tasks themselves and then don’t have time for the more strategic aspects of their role
- manage an inexperienced team
- find it easier to ‘do it themselves’
- are building the capability of their team to take on some aspects of their own responsibilities in the future
- try a coaching approach but end up telling the person what to do
