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OVERALL OBJECTIVE
The Coaching for Employee Development Workshop, aims to equip participants to successfully
establish coaching relationships, and to ensure optimal value and accelerated development for
the individual's being coached in line with identified development requirements and plans.
OUTCOMES
By the end of the intervention, participants will:
- Increase the effectiveness of their own coaching
- Increase understanding of coaching relationships
- Be able to identify the potential competence in others
- Be able to determine the actions required to create an enabling environment for development
coaching to take place
- Have tools to assist in coaching:
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- good performers to enhance their skills
- employees not meeting expectations
- individuals with new job tasks
- planning of development
- planning of careers
- difficult employees
- new employees
- You will walk away with a toolkit with which to engage the employee you will be
coaching.
CONTENT
Prepare for the Coaching
- Determine What is Coaching
- Review My Role Model
- Understand Adult Development
- Understand the Coaching Stages
- Understand Different Coaching Styles
- Establish Parameters for Development Planning Discussions
- Having an Effective Development Planning Discussion
- My Approach to Development Discussions
- Establish Support Roles
Start the Coaching Journey
- Create a Coaching Contract
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- Establish the Coaching Parameters
- Perform Accurate Learner Needs Assessments
- Establish a Development Action Plan
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- Establish Progress Measurements
- Set the Coaching Objectives
- Use the Most Appropriate Approach
- Handle Introduction to the Coaching Effectively
- Clarify Expectations in the Coaching Relationship
- Work with Performance Contracts (objectives, deliverables, and measurement) where
appropriate
- Work with Personal Development Plans, where appropriate
Hold the Coaching Conversation
- Stage 1 - Analyze
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- Assist the Learner to Isolate the Issues at Stake: Assess root causes, brainstorm
and categorize, problem-solve, develop action plan
- Establish Development Needs and Fill the Gap
- Stage 2 - Interface
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- Create a Climate of Trust
- Practice Listening and Asking the Right Questions
- Give Constructive Feedback to Maximize Learning
- Stage 3 - Evaluate
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- Talk about Performance
- Have an Effective Development Planning Discussion
Moving Beyond the Coaching Experience
- Incorporate Coaching into the Entire Learning Process
- Ensure Transfer of Learning by the Learners/Leaders
- Coaching Self-Assessment
 Coaching for Employee Development
Contact us to schedule a free, no obligation consultation to discuss
your Leadership Development Training
Course needs.
Back to Leadership Development Training
Courses list.
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