Leadership and Supervisory Training

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COURSE DESCRIPTION: Getting ready to take a leadership role is a very challenging transition for anyone. Even when you have already been in a leadership function for some time, change can still set you off-balance. Dealing with a different set of people can be a stressful experience. A new role is always something that can upset our routine. Being a new leader for a team of people who used to be your colleagues can also be challenging. While change can make us feel helpless as if wandering into the unknown, there are also some predictable aspects to change.

In this module, we will explore these as well as other principles that can help you navigate through this journey. We will attempt to understand how it is to influence people, coach them, and develop their skills. We will also identify their differences in communication styles and know how to respond as a leader. We will explore how coaching can empower people and help them feel a sense of accountability in what they do. The approach shall be loosely based on some concepts from the “7 Habit of Highly Effective People” by Stephen Covey, but we shall have it tailored to the Filipino experience.

COURSE METHODOLOGY:  There will be interactive discussions about interesting topics and approaches in leadership. The participants shall be given an opportunity to greatly interact with other participants. There will be sharing of anecdotes and case-studies to make the concepts understandable for a wider audience. Brain-storming sessions, rapid-fire sessions, as well as group reporting shall also be utilized to draw class participation. Multi-media can also be optionally used as appropriate to highlight important topics in the course. The session will run for 8 hours.

     A. Anyone who is interested in learning more about leadership
     B. Managers who would like to learn to empower people through coaching
     C. Experienced managers who coach new supervisors as their direct-reports
     D. New leaders and potential leaders who are about to take the next step


  1. Paradigm Change. A discussion about the changes in perspective one needs to take as a leader in order to take away the rank-and-file mindset. This shall help employees realize that, as a leader, their skill is secondary to their ability to hone other’s skills.
  2. Managing Perception. One of the challenges of a new leader is how to change other’s perspective of you especially when you have just moved up from the ranks. We shall explore how you can make use of this an advantage in your new role.
  3. Understanding Proactiveness. All leaders must have the ability to proactively think of solutions. In this segment we shall explore Stephen Covey’s Habit #1 and use it in our Filipino Experience. We will explore how, when faced with challenges, we should manage our focus and energy.
  4. Communication Styles and Leadership. We shall discover our own communication style and explore the varying communication styles of employees. Then, we shall discover how we can lead each effectively.
  5. We shall define and understand influential coaching then, learn how it should be done efficiently in the office (How often, how to prepare, what to discuss). We will break the usual notion that coaching is about talking and giving information. We will make use of positive communication and discover how it can make a difference for our employee management. Then, we will learn how to coach people by empowering them with decision making and taking action. We will discuss how to use effective probing in order to uncover real-root causes of under performance. Then we will also learn how we can use questions to guide our employees to lasting change. We will relate this to the concept of Habit #5 in Covey’s book.


Registration Instructions: 

1. Fill out the registration form by clicking here.
2. You may also download the word attachment in the link and send it to publictraining@competad.com
3. 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.
4. Follow the instructions in the statement of account and complete your learning investment deposit.
5. Send the scanned copy of the signed Statement of Account and your deposit slip.
6. Should you need an official Billing Invoice, please call us at (02)34333342.

Influential Employee Coaching and Mentoring for Managers



A manager’s task is very demanding as it requires a very wide array of skill sets and competencies. You need to have superb attention to details, an analytical way of thinking, excellent customer service, efficient time management, an ability to influence people, and many more. One of the most important aspects of being a manager is understanding how your employees carry out tasks and what attitudes they have toward the job. While none of these are within a manager’s direct control, it is definitely one of the things they must influence. As a manager, it is important to realize and accept that you have a significant responsibility in influencing your employees. To do this, we need to learn proper coaching.
Most managers, regardless of the industry they work in, believe that coaching is only about telling their employees what to do. This sometimes results to failure. This guide to coaching allows managers to see beyond that common notion and understand the full scope of what constitutes effective coaching. The module shall equip both supervisors and managers with the know-how to effectively coach their employees.

This module aims to helps managers (1) improve employee performance by effectively and positively communicating to their employees (2) minimize the need for “employee baby-sitting” by influencing employees and stomping out their learned helplessness (3) potentially minimize attrition by effectively managing employee morale and empowerment (4)build a positive working environment by knowing when to use positive reinforcement and negative reinforcement.


In this module, supervisors and managers will learn:
• Managing one’s self and attitude for better coaching results
• How employees think and view work
• The Power of positive communication
• What coaching is and how it is done effectively
• When to use coaching VS reprimand


• Interactive Discussions
• Activities and Exercises
• Real-life scenarios
• Practice Sessions
• Multimedia


• Any Managers, Supervisors, and aspiring managers.


I – Understanding the concept of Coaching
A. Prerequisites of Coaching

II – Managing Self and Values Formation
A. Identifying Your Sphere of Control (Survival Activity)
B. Guiding Your Employees Through the Sphere of Control

III – Understanding Our Employees
A. What Motivates our Staff
B. 4 Different Communication Styles
C. Cycle of Learning

IV – Customer Service: A Manager’s Way of Thinking
A. Dimensions of Customer Service (and applying this to coaching)
B. Do’s and Don’ts – What to Say and What Not To Say (when talking to our staff)
C. Articulating Positive Intentions (to Motivate Staff Members)
D. Using Positive Communication11

V – Influencing and Empowering Your Staff
A. The Pygmallion Effect
B. Instant Coaching VS Reprimanding – Which one is appropriate? (3 Factors Affecting Performance)
C. Instant Coaching – Quick Steps/Activity
D. Communicating Our Staff Member’s Opportunities (Correcting Undesired Behaviors Properly)

VI – Final Activity and Debrief

Coaching People and Maximizing Your Influence


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.

Communicating like a Leader – Positive Communication and Coaching


Course Description:

Over time, the world of the manager/supervisor has grown increasingly complex. Competitive strategy has now become increasingly global in context. Above all, managers/supervisors are now expected to be leaders, team builders, coaches, mentors and an inspiration to their staff, in addition to being decision makers and risk takers.

What resources should the manager/supervisor turn to in his/her quest to build, maintain, and develop this super hero’ status? This is the subject of this 1-day program, focused specifically to develop the coaching and mentoring capability.

Course Objectives:

  • To improve knowledge and skills on coaching & mentoring;
  • To assess the present coaching & mentoring styles and its strengths and weaknesses;
  • To identify specific ways to build a coaching & mentoring atmosphere.

Who Should Attend

Coaching and mentoring is not easy – it takes a lot of hard work and a fair amount of patience. Every supervisor/manager whose coaching and mentoring skills are not yet refined will benefit from this course.


Program Contents:


Lesson 1: Fundamentals of coaching

  • Coaching overview
  • Coaching foundation and strategy
  • Know When to Get Involved – Learn to Assess Needs
  • Learn Key Areas Where You Must Focus Most of Your Attention
  • Be Able to Explain the Difference between Bosses and Coaches

Lesson 2: Coaching diverse employees

  • Personality styles
  • Style Profile – Job Style Indicator (Evaluation & Analyzing your Style)
  • Coaching in the Filipino Corporate Culture

Lesson 3: The coaching process

  • Prepare for the Outcomes
  • How to Start and Finish Your Coaching Sessions
  • Levels of Accountability
  • Stay on Topic Even in Confusing Exchanges
  • Control Emotional Outbursts
  • Ask the Right Questions at the Right Time



Lesson 4.  Mentoring

  • Mentoring overview
  • Mentoring foundation and strategy
  • Understand the Role You are Taking in the Coaching Situation
  • Execute the Proper Referral and the Appropriate Handoff
  • Understand Your Role in the Post-Referral Process

Lesson 5. Benefits of Good Coaching and Mentoring

  • Diagnose Performance Problems
  • Correct Unproductive Behavior
  • Analyze and Correct More Serious Behavioral Problems
  • Promote Self-Development
  • Develop employee Competence
  • Create Working relationships That Are Productive
  • Increase performance and improve morale immediately after the session