Coaching Skills for Managers

COACHING IS UNLOCKING A PERSONS POTENTIAL TO MAXIMISE THEIR OWN PERFORMANCE

ABOUT COACHING SKILLS FOR MANAGERS

“Line managers are increasingly expected to coach staff and can have a powerful influence on their teams and the organisation as a whole when they adopt a coaching style of management.
Coaching is a collaborative and co-creative process that inspires self-discovery, identifies new possibilities and strategic actions, designed to help staff to achieve goals. Coaching is based on asking powerful questions that ignite creative ways of thinking, inspiring one to do more than they thought they could and holding them accountable for decisons, actions and results.

Why Coach

Coaching Increases Ownership of Performance —While the world’s workplace has been going through extraordinary historical change, the practice of management has been stuck in time for more than 30 years.

The new workforce — especially younger generations — wants their work to have deep mission and purpose, and they don’t want old-style command-and-control bosses. They want coaches who inspire them, communicate with them frequently and develop their strengths”. Gallup Study 2019,

Coaching expands the individuals performance –Because Coaching is about listening more and asking more questions – not simply to gather facts but to elicit solutions, feelings, ideas and new thoughts from the person being coached. If the objective is to develop employees, asking them questions challenges them to think harder and more broadly about issues, thereby enlarging their perspective and improving their reasoning skills. When the need is to make decisions, the same coaching skills can generate better solutions. The skill of coaching is in being able to ask questions that help people open up, and bring into play a wider circle of ideas and expertise.

Coaching raises awareness and influences increased responsibility –As a way of managing people, coaching differs from the traditional corporate ‘command and control’ approach in the following ways:

  • Collaborating instead of controlling
  • Delegating more responsibility
  • Talking less, listening more
  • Giving fewer orders, asking more questions
  • Giving specific feedback instead of making judgements

This is not simply a case of ‘being nicer’ to people – delegated responsibility brings pressure to perform and coaching. Managers maintain a rigorous focus on goals and results.

“LEADERS NEEDS TO KNOW HOW TO ADAPT THEIR ORGANIZATIONS TO RAPID CHANGE, RANGING FROM NEW WORKPLACE DEMANDS TO MANAGING REMOTE EMPLOYEES, A DIVERSE WORKFORCE, THE RISE OF ARTIFICIAL INTELLIGENCE, GIG WORKERS, AND ATTRACTING – AND KEEPING – TODAY’S BEST EMPLOYEES. GALLUPS RESEARCH REVEALS THAT YOUR MANAGERS AND LEADERS ARE THE MOST IMPORTANT PERSONS IN YOUR ORGANIZATION TO LEAD YOUR TEAMS THROUGH THESE CHANGES?

PROGRAMME OUTLINE:

  • What is leadership coaching?
  • The Coaching Ethos
  • The need for Coaching: the Future organisation and Future Workforce.
  • The Key Principles in Coaching: Collaboration techniques, Inquiry Based Questioning Process
  • Understanding Intrinsic motivation and how to tap into it
  • Inquiry Based Coaching Model for Performance Achievement
  • Goals Setting
  • Continuous FeedForward Sessions evaluating reality
  • Challenging Barriers to Goal Achievement
  • Expansive thinking and problem solving
  • Setting up Accountability for results
  • Practical Scenario Session on utiliizing coaching framework.

WHEN YOU HAVE GREAT MANAGERS WHO CAN MAXIMIZE THE POTENTIAL OF EVERY TEAM MEMBER, YOU WILL SEE ORGANIC REVENUE AND PROFIT GROWTH, AND YOU WILL GIVE EVERY ONE OF YOUR EMPLOYEES WHAT THEY MOST WANT TODAY: A GREAT JOB AND A GREAT LIFE. THIS IS THE FUTURE OF WORK.

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Elaine Jacob is an International Leadership Development Coach with Work across the Americas, Africa and Europe,. With her Background in Industrial Psychology - She spends her time assisting Organisationals Individuals become conducive to Leadership Development.

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