Understanding and Using the Coaching Model
Reflect on personal experiences of being coached.
Work through the steps in the coaching process.
Understand how and why individual performance can be
Use the G.R.O.W. model of coaching.
Set meaningful and powerful coaching goals.
Analyse the advantages and disadvantages of coaching.
Understand how individual coaching can contribute to organisational goals.
Identify organisational and operational barriers to best practice in coaching.
Questioning and Listening
- Understand the role of questions in the coaching process.
- Use different forms of questions.
- Use systemic questioning structures.
- Facilitate the G.R.O.W. model though selective questioning choices.
- Use questions to reframe and challenge.
Building the Coaching Relationship
- Understand the role of the coach.
- Distinguish the coaching relationship from other helping roles.
- Separate the coaching role from other organisational roles.
- Understand and build rapport.
- Gain commitment for coaching objectives.
- Create the necessary safe and confidential conditions for coaching effectiveness.
- Agree outcomes and managing expectations.
- Align coaching with learning styles.
- Understand and address the challenges in the coaching relationship.
Building Personal Effectiveness as a Coach
- Understand what makes a good coach.
- Understand the importance of values and beliefs.
- Challenge limiting beliefs.
- Give positive and negative feedback.
- Create empowerment and encourage positive attitudes and behaviours.
- Understand the basic principles of Neuro Linguistic Programming.
- Understand how NLP can contribute to coaching effectiveness.
- Overcome barriers to performance.
- Prepare plans for individual coaching sessions and maintain records of outcomes.
- Monitor the progress of individual learning and development.
Managing a Coaching Programme
- Understand how a coaching programme can help achieve organisational goals and support organisational values.
- Align individual coaching goals with team and departmental goals.
- Negotiate and agree the boundaries of a coaching plan with stakeholders.
- Understand the impact of a coaching programme on other areas of the organisation.
- Create organisational networks to support a continuing coaching programme.
- Evaluate the cost/benefit of coaching vs other learning and development methodologies.
- Identify and address organisational barriers to coaching plans.