Understanding and Using the Coaching Model
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Reflect on personal experiences of being coached.
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Work through the steps in the coaching process.
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Understand how and why individual performance can be
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Use the G.R.O.W. model of coaching.
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Set meaningful and powerful coaching goals.
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Analyse the advantages and disadvantages of coaching.
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Understand how individual coaching can contribute to organisational goals.
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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.
