LEADERSHIP AND COACHING
Business coaching has gone from fad to fundamental. Leaders and organizations have come to understand how valuable it can be, and they’re adding “the ability to coach and develop others” to the ever-growing list of skills they require in all their managers. In theory, this means more employee development, more efficiently conducted. But in reality, few managers know how to make coaching work.
According to the 2010 Executive Coaching Survey, conducted by the Conference Board, 63% of organizations use some form of internal coaching, and half of the rest plan to. Yet coaching is a small part of the job description for most managers. Nearly half spend less than 10% of their time coaching others.
With such limited time devoted to coaching, organizations need to be sure their managers know how to do it right. To improve the quality and impact of your coaching efforts, start by giving your individual managers tangible information about how to coach their direct reports. Typically, managers meet their coaching obligations by giving reviews, holding occasional meetings and offering advice. For coaching to be effective, they need to understand why they are coaching and what specific actions they need to take.
Coaching focuses on helping another person learn in ways that let him or her keep growing afterward. It is based on asking rather than telling, on provoking thought rather than giving directions and on holding a person accountable for his or her goals.
Broadly speaking, the purpose is to increase effectiveness, broaden thinking, identify strengths and development needs and set and achieve challenging goals.
You should seed your organization with coaching role models.
Managers have to know the business case for coaching and developing others if they’re to value it and use it effectively. Where is the business headed? What leadership skills are needed to get us there? How should coaches work with direct reports to provide the feedback, information and experiences they need to build those needed skills?
LEARNER’S LEARNING OUTCOME
This course is designed to train participants on the core models and techniques of high quality leadership and coaching, and the theoretical underpinnings behind leadership and coaching, allowing their personal practice to move beyond a mere management tool and become a tool for organizational growth and success, thus enabling participants to:
- Define coaching and understand the range of coaching style
- Understand the boundaries for a coaching relationship and how to contract effectively
- Develop core coach competencies
- Learn a variety of tools and techniques which will enable them to coach and lead in a variety of contexts
- Learn to self-reflect and appraise coaching and leading capabilities to identify areas for personal development in leadership and coaching
- Develop the strategic perspective requires of global leaders
- Gain an understanding of key leadership models and frameworks
- Engage the principles of human behavior to better influence and lead others
- Explore models, tools and concepts for effective leadership development
- Explore practical tools and techniques which are congruent with developing leaders
- Definitions of leadership and coaching
- Relevance of Coaching to Effective Leadership and Supervision
- The Supervisor/Manager’s Role as a Coach
- Characteristics of a Good Coach
- Coaching at work – a definition
- Benefits of Coaching
- Barriers to Coaching
- How Adults Learn
- Job Coaching Principles
- The Seven-Step Coaching Process
- Communication, Listening & Feedback for Coaches
- The Eight Essential Skills Of Coaching
- How to bring out the best in others
- Interpersonal Skills for Coaches
- Motivation, Influencing & Behavioural Skills for Coaches
- Differences between leadership and coaching
- The coach model
- Levels of leadership
- Effective leadership and coaching communication
- Leadership and coaching as a managerial style
- Advantages of leadership and coaching
- Becoming a top coach/leader
- Developing a coaching culture
- Formal lectures
- Case studies
- Group exercises
- Experience Sharing
- Role Playing
- Increase satisfaction and motivation of employees
- Increase retention of high-performing employees
- Individual performance improvement
- Better client relationships
- Improved organizational strength
- Enhanced organizational performance
WHO CAN ATTEND THE TRAINING?
Senior executives in operational or developmental positions, responsible for developing their staff and colleagues, senior professionals or consultants in specialist fields, who need to develop interpersonal skills, line managers, and independent or external coaches.
COURSE DURATION AND FEE:
The price to the training intervention for a period of three (3) days is Eighty-five thousand naira (#85,000) per participants. Under the following assumptions
- CERTIFICATION EDGE will not be responsible for the training venue and feeding of participants.
- The class will contain a minimum of 20 participants.
- Cost does not include VAT