Details
This course equips managers with the practical skills needed to select effective first-line managers and coach employees for improved performance. Learners gain insight into fair and legally compliant selection practices, as well as how to plan, conduct, and monitor structured coaching interventions. By focusing on measurable performance standards, effective communication, and ongoing feedback, the course supports stronger leadership capability, continuous development, and improved team performance in the workplace.
This course is aligned to meet the outcomes of unit standard 252035 at NQF level 5 for 8 credits.
By the end of this course, learners will be able to:
- Explain the role and responsibilities of first-line managers
- Select suitable first-line managers using fair and objective criteria
- Plan a structured coaching process aligned to performance requirements
- Apply effective coaching techniques to support employee development
- Monitor and measure coaching outcomes against agreed standards
- Provide constructive feedback and corrective action where required
- Promote a coaching culture within the work unit
Delivery Methods
| Delivery Method | Duration | ||
|---|---|---|---|
| 3 Days | Get a Quote | ||
| 3 Days | Get a Quote |
Discounts Available
Save up to 10% by booking and paying 10 business days before the course.
Brochure:
Audience
This course will suit leaders in any business unit who are responsible for leading and managing teams. This course is aimed at HR managers and people who guide and mentor managers to be more effective. It would also suit a manager who needs to know the techniques of coaching as a feedback and management skill.
It would also suit any qualifying learner who would like to earn credits towards a qualification.
Pre-Requisites
Learners starting to learn towards this unit standard are proficient in Language, Literacy and Communication, including intrapersonal and interpersonal skills, at NQF level 4.
Course Outline / Curriculum
Selecting a First-Line Manager
- Role and responsibilities of first-line managers in people, quality, budgets, and operations
- Analysing the job profile using Key Result Areas (KRAs) and Key Performance Areas (KPAs)
- Defining position requirements through liaison with recruitment functions
- Verifying qualifications and conducting background and reference checks
- Assessing candidates’ technical (hard) skills and personal (soft) skills
- Applying appropriate interviewing and assessment techniques
- Making fair, legally compliant selection decisions and providing feedback
Planning the Coaching Process
- Understanding coaching and how it differs from mentoring and counselling
- Developing a structured coaching plan based on root cause analysis
- Setting clear, observable, and measurable performance standards
- Establishing coaching agreements to define roles, expectations, and timeframes
- Creating systems to record commitments and progress
Executing the Coaching Process
- Identifying the traits and responsibilities of an effective coach
- Inspiring performance, challenging assumptions, and supporting development
- Conducting structured coaching sessions (demonstration, practice, feedback)
- Applying a range of coaching techniques and strategies
- Using effective, two-way communication aligned to organisational goals
Monitoring and Measuring Coaching Results
- Monitoring progress against agreed performance criteria
- Providing constructive, timely, and objective feedback
- Implementing corrective action plans where performance gaps exist
- Conducting regular follow-up sessions to ensure accountability
- Promoting a coaching culture through consistent line management practice
Schedule Dates and Booking
There are currently no scheduled dates.