As a manager, the ability to coach staff is an increasingly important skill. People are time poor and lack the space for self-reflection and discussion around how to achieve their work goals. This can turn the achievement of stretch goals and professional development within an organisation into a real contributor to stress. A coach’s role is to facilitate a changed mindset to help people thrive during a challenge.
There is no uniform approach to coaching, everything has to be made accessible to the “client” (the person being coached). The nuance of a person’s own experience, their style, and their own sensitivities form personal “barriers” to achievement. Sometimes these barriers are as simple as “I’m new. I couldn’t possibly ask someone for help. They would think I’m incompetent”. It is the role of the coach to identify and remove these barriers, as well as to research and formulate a suitable development path designed to encourage reflection and experimentation.
This workshop delivers to you the following outcomes:
- Defining the role of coach in modern organisations.
- Understanding coaching assumptions, principles and models.
- The role of language in effective coaching, and handing difficult clients.