Elevate Managers to become Coach managers
Purpose of the course:
Create a coaching culture in the organisation:
Managers are invited to ask incisive questions that empower their staff to think for themselves and find their own solutions rather than to always provide them with solutions.
- Coaching yourself.
- Coaching people on the job.
- Coaching people formally
Outcomes of the course:
- Instant coaching on the job: Managers reframe immediately “victim” vocabulary to “victor” vocabulary.
- Self-Coaching for constant improvement: When under pressure learn how to respond appropriatly rather than to react emotionally.
- Coaching others formally using the G.R.O.W model (Goal. Reality check. Opportunities. Way forward).
- Access the wisdom of your team: A staff member ask a ‘problem question” to his/her team and get questions, not advices, as feedback.
The staff member will reflect on these questions provided by the team to find his/her own solution.
The Coach-Manager program
10 training/coaching sessions on site of 5hours each (8am to 1pm) with a group of 12 participants.
It is probable that on average only 10 people will participate at each session due to holidays, sick leave and travel or last-minute emergency at work. However, each of the 12 participants will have a buddy responsible to keep him/her updated if they miss one session.
Note: Participants are invited to the program on a voluntary basis.
A short video clip will be provided to explain the coaching program to potential participants.
Overview of the content of the course
- Rules of engagement: Be on time – Take responsibility for your learning – Log your coaching sessions – Create a WhatsApp group. Fill register of attendance. Confidentiality agreement.
- What is coaching? Thinking about your thinking – Never give a 2nd chance if the mind-set of people has not changed.
Explain the difference between:
- A Mentor (guide people),
- A Consultant (give advice),
- A Coach (elicit insights)
- Use the G.R.O.W model
The G.R.O.W model
- Goal: What is the issue?
- Reality Check: What have you done so far?
- Opportunity: Open possibilities before you give them suggestions:
What else could you do?
Suggestion: Have you thought about that…?
- Way forward: So, what will you do? (Action Plan)
Practice the grow model 2 by 2 with an observer looking at the process and giving feedback
4.The Triangle model to elevate your coaching
HORIZONTALY: Develop more coaching techniques that help to change perspectives
VERTICALY: Explore more deeply “Who you are?” because you can only communicate with others to the depth of your communication with yourself.
5.Evaluation: Present your personalised GROW model at the last session and coach in front of a panel.
A company replaced all it’s managers with coaches – Read the article here!
