Workshop activities:

• Some “talk and chalk” teaching sessions. Lots of dialogue with the large group. Small group breakaways. Skills practice sessions.
• You will spend the first part of the day getting to know participants, and discussing what will take place during the workshop. Participants will also have an opportunity to identify their personal learning objectives.

Defining Coaching:

• Then time will be spent exploring what coaching means, reviewing coaching skills, and discovering the benefits to staff, the leader, and the organisation

Situational Dependencies:

• The difference between coaching and mentoring will be discussed. And the interaction of leadership, management and coaching activity will be explored in relation to the situations being confronted by leaders, and the experience and competence of staff they are engaging with.

Coaching and Performance Management:

• The pivotal role of the coaching conversation in an integrated performance management procedure will be described.

A Coaching Style of Leadership:

• In this session participants will be introduced to a modern, holistic but simple Leadership Model that includes a vital element on Nurturing and Coaching staff.

Elements of an Effective Coaching Conversation:

• The focus changes in this session to begin taking on board the skills you will need to be an effective coach. We will delve into the practical details of the three pillars on which the coaching conversations rest: building Trust, Active Listening, and incisive Questioning.

Coaching Opportunities:

• The opportunities for both planned, formal coaching sessions, and impromptu, everyday engagement will be emphasised.

The Coaching Process:

• In this key session, the four-step GROW coaching model will be described. Then, a practical application of the model will be conducted by participants operating in coach/coachee/observer triads.

A Leadership Survey, and Action Planning guidance: 

• Finally, participants will be encouraged to fully develop the skills they have learnt at the workshop by:
  • Getting feedback on their coaching and general leadership performance via a simple-to-use Leadership Survey provided
  • Setting in motion appropriate personal action plans.