Building Coaching Skills
This three-day skill-building participant-centered workshop is designed to coach experienced and novice managers in developing and practicing practical coaching skills. They will learn how to use a five stage coaching model: (1) create a climate in which coaching can occur; (2) identify the need for coaching; (3) develop a coaching plan; (4) coach the employee: educate, develop, and/or problem solve; and (5) evaluate the coaching process. The workshop is most beneficial for managers who want immediate practical application of coaching techniques.
Requirements: Between Days Two and Three: the participants need to develop a coaching plan. Post- course: the participants are expected to plan, conduct, and document two coaching processes with their employees, which they submit to their manager.
Day One is devoted to setting the stage for coaching. Using interactive exercises, the participants: define coaching as a three part learning process: training, developing, and problem solving; and discuss a five stage coaching process. They then work with the first three stages: (1) create a climate in which coaching can occur; (2) identify the need for coaching; and (3) develop a coaching plan. They ultimately have practice creating a coaching plan, which requires them to reference the last two stages: (5) coach the employee; and (6) evaluate the coaching plan.
Day Two focuses on developing coaching skills. Using interactive exercises, the participants: identify a coaching opportunity; develop a coaching plan; discuss coaching challenges and propose possible solutions; practice active listening and providing constructive feedback; review the fourth coaching stage, which outlines the C O A C H approach to providing constructive feedback to an employee during a coaching session; describe how to anticipate and handle employee defensive responses; and script a coaching session, using the C O A C H approach.
Day Three is probably the most significant of all three days, because it gives the participants numerous coaching opportunities. The participants take turns as coach, employee, and observer as they practice coaching in quartets. While in their quartets, they will coach in their own coaching session simulation (twice) and as the observer giving coaching feedback to the other two participants when they practice their coaching simulations (four times).
They will then be videotaped while they present their coaching session in front of half the workshop, after which they will receive coaching feedback from the observing participants. During the videotaping sessions, they will coach in their own simulation (once) and as the observer giving coaching feedback to all of the other participants (probably at least nine times).