Manager as Coach
Course Duration: 2 Days
Cost: £395 + VAT
As a manager you want to believe your staff have the inner resourcefulness to perform to the best of their ability. Sometimes it’s the environment and the culture but sometimes it’s the way they are managed that stops this from happening.
This two day programme will focus on non-directional coaching and follow these principles:
1. The Individual is resourceful
The individual has the resources to resolve his or her problems. They have not come to you to be fixed. They may want you to just “tell me what to do! If you were me, what would you do” – resist this temptation!!!
Only the individual can really know what to do because only they know the full story and only they can actually implement the action and live with the results. This does not preclude you, as the Coach, from offering useful information, but it is the individual’s choice whether or not to use it.
2. Coaching addresses the whole person – past, present and future
Some coaches see their role as strictly about work. This may be a mistake. It should concentrate on the part of the individuals life that is about doing. Often the doing part of their life is being sabotaged by the being part. Experience shows that difficulties in the professional life of an individual are often paralleled by difficulties in the personal part of their lives.
3. The individual sets the agenda
This is where there is a difference with teaching. There is no set agenda with coaching. The coach may indeed have a mental model of, for instance, effective management, but if this is not a concern for the individual then it should not appear of the agenda of the session. The agenda starts with the individual. However, as this is a Manager as Coach programme, we will look at how there can be a mutual agenda in this context.
4. The coach and the individual are equals
Again there is a difference here between coaching and some other interventions where the model is “doctor-patient”. The coach and the individual work together in a partnership of equals. The model is colleague-colleague because it is based on total respect. Where mutual respect does not exist it is unlikely that your coaching can be effective
5. Coaching is about change and action
Individuals use coaching because they want something to change. Essentially they want to be more effective. The role of the coach is to help them achieve this increased effectiveness. It follows therefore that you cannot coach an individual who does not want to change.
« Please view our course schedule for information on upcoming courses.
