Coaching Conversations: Setting Clear Expectations
This session all about issues related to coaching managers who lead, and therefore coaching, other employees. In this 90 minute session, we will discuss topics for improving your coaching conversations with your employees. Together, we will put the theory into practice and examine examples of common coaching conversations that are relevant to your unique situation!
By the end of this session, you will be able to demonstrate how to coach effectively in order to drive performance of the employees who report to you, ultimately ensuring a culture of coaching and accountability at all levels of your organization. You will also be able to demonstrate appropriate and effective strategies when engaging in coaching conversations with people that you lead. By exploring and analyzing common coaching scenarios, you will have a great sense of what works well and not so well during such a conversation.
The final result is all about having a successful coaching conversation with another person where you can apply everything you’ve learned in this session. After this session, we will both have another follow-up conversation via e-mail where you have the opportunity to share your experience and receive constructive feedback for improvement.
Note: This 90 minute session builds on several other sessions which are part of a full program called “Coaching Skills for Managers”. It is highly recommended that you complete an assessment before the call to be able to have more effective one-on one-coaching session and deepen your understanding of the essential practice of coaching conversations.
📣 WHY SHOULD YOU ATTEND?
Your organization needs managers and leaders who use coaching skills to empower employees to achieve goals. This session gives you a scalable, actionable framework to build coaching skills and abilities into your organization, transforming the manager-employee relationship and driving measurable business results. Organizations that effectively leverage coaching realize higher revenue growth than peer companies that do not embrace coaching. By equipping employees with the tools and knowledge to respond, problem-solve, and adapt in real-time, managers and leaders realize tangible benefits such as improved team functioning, increased engagement, faster leadership development, and increased productivity.
➤ Influence Workplace Culture: Learn to be more effective in your use of coaching across the organization.
➤ Implement a Coaching Approach: Apply innovative and practical models, tools, and techniques for embedding coaching behaviors and activities in your organization.
➤ Improve Organizational Results: Learn to improve organizational results through coaching among all employees.
➤ Integrate and Communicate Your Approach: Emphasize the competencies and tools managers and leaders need. Change the negative perception that coaching is a remedial measure.
📣 WHO SHOULD ATTEND?
This program is for professionals looking for a way to effectively leverage the impact of coaching in their organization.
➤ HR Practitioners, Managers, and Leaders
➤ Learning and Development Manager
➤ Director of Learning
➤ Leadership Development Manager
➤ Anyone who oversees coaching activities or programs
📣 PERFORMANCE ORIENTED COACHING PROGRAM
Imagine having the support of someone who champions your success as much as you do, someone who will ask great questions to encourage you to tap into your own well of resources, to ﬁnd the solutions you didn’t know you had; someone who will challenge you to expand your horizons and see things from diﬀerent perspectives and viewpoints. That is what this program is all about.
As a coach I help people get clarity about what they want to achieve and support them in getting there. I am trained in a technique of asking questions which will help people see things more clearly, to focus their minds on the matter in hand, so that they can get a breakthrough and move forward.
These skills are reinforced via on-the-job support, assignments, and digital tools.