Leading Effectively using the Coaching Methodology

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Course Duration: 1 Day Training

COURSE DESCRIPTION:
In today’s business environment, coaching plays a vital role due to a greater appreciation of the value of an organization’s knowledge and human capital. To achieve critical results and remain competitive, many organizations nowadays are seeing the value of coaching not only as a means to shape individual performance but also, increasingly, as a means to build broader organizational capacity.
According to a survey conducted by the Institute of Leadership and Management, 80 percent of companies use coaching as a method to develop their managers. Businesses of all shapes and sizes can use coaching to encourage their employees to sharpen their communication and interpersonal skills, develop their leadership skills, deal more effectively with conflict, and learn how to motivate their employees.
Because of this, coaching needs to be seen as a type of investment in the knowledge capital of the organization, and that employees are like a portfolio of talent in which the manager needs to invest time and energy. Through coaching, managers help each employee focus on developing those capabilities that will contribute most to both individual and organizational success.

COURSE METHODOLOGY:
Creating an environment where employees can learn and use their abilities to the fullest is important not only for the current state of an organization, but also the future. Talented employees who achieve at a lower level often will be the ones to rise and take on leadership roles themselves one day.

Getting employees there requires proper coaching. The goals to do so can be broken down into four main areas:
     1. Know how to have a true dialogue and honest feedback with employees
     2. Learn how to give people their deserved recognition
     3. Realize how you can find talent in others
     4. Find out how to create a motivational workplace

WHO SHOULD ATTEND:
     Team Leaders/ Supervisors
     Managers / People Managers
     Human Resource Managers / HR Leaders
     OD Managers / Training and Development Leaders
     Employee Engagement Managers
     Career Counselors
     Guidance Counselors
     Business Owners
     Company Leaders / Management Team

COURSE OUTLINE:
     
I. Identifying Leadership Practices
II. Leadership Challenges
III. Foundation of Coaching
IV. Building Effective Leadership Coaching Skills
     a) Art of Listening
     b) Intuitive Listening Skills
     c) Asking Powerful Questions
     d) Setting SMART Goals
     e) Problem-Solving Track
V. Reviewing and Developing your Leadership Coaching Plan

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Registration Instructions:

1. Fill out the registration form by clicking the link on top of this page. You may also download the MS Word attachment send it to training@competad.com
2. Our admin team shall send you shortly the Statement of Account/Confirmation of registration. Sign the statement of account to conform and finalize your registration and email the soft copy.
3. Follow the instructions in the statement of account and complete your payment.
4. Send the scanned copy of the Statement of Account and your deposit slip.
5. Should you need an official Billing Invoice, please call us at (02) 4333342 or click here for alternative numbers.

Coaching People and Maximizing Your Influence

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by Philip Nucleus Sia I

When you hear the word coaching, what probably comes to mind is the idea of telling people what they need to do, like in a basketball team’s huddle. So when you take on a role in the corporate world that requires leading people, you’d probably see it normal that bosses would do the same. While it is true that you sometimes need to give instructions to people, there is more to it than just that. Let us learn and see what other things comprise the recipe for good coaching so we can be more influential in leading people.

Coaching involves building a relationship. As a pre-requisite to coaching, it is important that you know who you will coach. Knowing their personality will help you choose the right words and the motivational points that will influence the person. While you do not need to know every minute detail about the person to achieve this, you have to learn about the reasons that your employee is working with you. Every person has a dream or a goal, albeit some are not aware how they can achieve them. As a leader, you have the power to help the person realize those goals by guiding them. Let them see how their actions now can help them get to those goals. When doing your coaching, you can connect their personal goals to the tasks they need to do. This provides them with the inspiration to work on tasks with less supervision. In a country like the Philippines, where we value the concept of “pakisama” (getting along with others) very much, being a leader requires that you know who you are working with in order to be effective. So go talk to your direct reports about personal matters, say hi to them every day. Thank them for coming to work. Ask them about how their family members are doing. It isn’t prying into their privacy. It is learning more about them so you would know how to help them.

Coaching requires listening. While it can be tempting to be the one talking during your coaching session, it woulld be great to show your employees that you can listen. You have probably experienced at a certain point working with a manager who only gives orders. How does it make you feel? Does his actions positively influence how you work? Does it inspire you? Needless to say, very few people would like someone who does not listen. When you listen, not only do you encourage the person to see you positively, it also allows you to filter between excuses and real reasons. Ask questions to solicit a conversation. Let the person tell you what happened based on their perspective. This will allow the person to think through and reflect on their own mistakes. Not all questions are good however so you have to be cautious about what you ask. Questions that assume that the employee is at fault may result to further damage such as, “Why didn’t you do anything about it?” Questions that start with “Why” generally encourage a defensive behaviour so stay away from questions like those — use What, Where, When, and How. Questions such as, “What happened?” “Where do you think you can make a difference?” or “How could you have helped the situation?” are very powerful questions that allow your employees to reflect. Encouraging this kind of reflective thinking helps people get out of their learned helplessness, which may minimize your supervising work later on. It is important to ask questions that are blame-free and neutral.

Coaching must have a call for action. After each of the coaching sessions, it is important that we ask the person what they will do if they are faced with a similar situation. This allows you to check what learning they got from your coaching. This also provides them with accountability and ownership for their promised solution. If the action solely came from the leader, employees may be impartial about the required action thereby resulting to a lower level of commitment. This commitment increases when the leader knows how to solicit an action item coming from the employee themselves. Sometimes, when employees could not come up with solutions, it is important for a leader to guide the employees through a series questions. Your ability to do this will help improve your scope of influence among your direct reports.

If you would like to learn more about how you can be a more effective coach to your direct reports, or if you would like to learn the art of asking questions that will guide your employees, you may attend our workshop on coaching. We also offer in-house workshops. Please contact us through (02) 433 3342 or (+63) 998 562 49 85.

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