» A Coaching Approach To Team Development
In today’s world the development of people becomes more important as organisations seek to confront ever changing priorities.
Most companies recognise that it is key to keep ‘frontline’ groups up to date with latest thinking and to have them constantly developing. However many also feel that it is difficult to strike the balance between this performance improvement and taking people ‘offline’ to achieve it. That is why many are turning to a coaching approach to team development.
Using this approach means that they are able to reap the benefits of blending more traditional ‘training’ to give the fundamental knowledge required to do a job with ‘coaching’ that reinforces it’s application.
Coaching involves releasing the potential of the individual and team to develop and enhance their contribution. It recognises that a lack of skill, technique and experience is only one reason why people do not always demonstrate the best performance of which they are capable.
Who Should Attend
Those who have a direct tactical responsibility for the development of people (eg Sales Managers, Team Leaders). Those who have a more strategic responsibility for the development of people (Directors, HR Function).
| Course Objectives: |
After attending this course, participants will have the ability to:
- Understand what coaching is
- Define the roles and responsibilities of a coach
- Conduct a self audit to see how they fit versus a coaching exemplar
- Undertake a high level/big picture coaches view
- Manage coaching interventions using an appropriate framework
- Write and use a coaches ‘Personal Development Plan’
- Use Sales Process to identify development areas
- Apply a creative approach to people development
- Get commitment to make a difference
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| Course Programme: |
What Is Coaching?
Roles and responsibilities of the coach
Lessons from the sports field
Defining the exemplar
How do you measure up?
Interdependent relationships
People Development On The RADAR
Continual development cycle
An overview of personnel improvement
Operating at different levels
Objectives, strategies and tactics
Go ahead or re-loop?
Helping Individuals GROW
Managing coaching interventions
Structuring the development meeting
Setting appropriate objectives
Considering all the angles
Applying new ways of thinking
Next steps and scheduled revisit
The Importance Of Feedback
Establishing all the available options
Positive and negative comments
Keeping in the right communication mode
Keeping the right side of the line
Dealing with difficult situations
Using Sales Process
Consistently repeatable success
Identifying the success factors
Instilling appropriate behaviours
Breaking down the challenge into manageable chunks
Developing The Coaching Plan
Prompting use of the PDP
Working towards primary job objectives
Mapping out areas of potential development
Prioritising points of action
Working logically through interventions
Agreeing next steps and commitment to change
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