Coaching Skills: Learn How To Coach Others In 1 Day

Discover How To Coach Using The GROW Model, Build Trust With Your Coachee, Overcome Obstacles And Deliver Feedback
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  • Lectures 21
  • Length 3 hours
  • Skill Level All Levels
  • Languages English
  • Includes Lifetime access
    30 day money back guarantee!
    Available on iOS and Android
    Certificate of Completion
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About This Course

Published 10/2013 English

Course Description

Learn how to become an effective management coach, and inspire leaders and managers within your organisation to achieve their full potential.

This management coaching course is structured so delegates develop an effective understanding of the key principles of coaching. Using videos and quizzes, course participants will learn how to…

  • Defining Coaching
    • What is Coaching?
    • Introducing the GROW Model
  • Setting Goals
    • Goals in the context of GROW
    • Identifying Appropriate Goal Areas
    • Setting SMART Goals
  • Understanding the Reality
    • Getting a Picture of Where You Are
    • Identifying Obstacles
  • Developing Options
    • Identifying Paths
    • Choosing Your Final Approach
  • Wrapping it All Up
    • Creating the Final Plan
    • Identifying the First Step
  • Providing Feedback
    • The Feedback Sandwich
    • Providing Constructive Criticism
    • Encouraging Growth and Development
  • Overcoming Roadblocks
    • Common Obstacles
    • Re-Evaluating Goals
    • Focusing on Progress
  • Reaching the End
    • How to Know When You’ve Achieved Success

What are the requirements?

  • This course can be taken by anyone provided they have an inclination to learn how to coach successfully

What am I going to get from this course?

  • By the end of this coaching course you will be familiar with the G.R.O.W. model and know techniques to coach effectively
  • In this coaching course you will learn the following:
  • Defining Coaching
  • Setting Goals
  • Developing Options
  • Providing Feedback
  • Overcoming Roadblocks

Who is the target audience?

  • Team Managers
  • New Managers
  • Junior Managers
  • Senior Managers
  • Middle Managers
  • Anyone who will like to be able to coach

What you get with this course?

Not for you? No problem.
30 day money back guarantee.

Forever yours.
Lifetime access.

Learn on the go.
Desktop, iOS and Android.

Get rewarded.
Certificate of completion.


Section 1: Student Resources
Introduction: Begin here...
Student Manual
50 pages

Gain the added benefit of being able to listen to your training on the move with this MP3

Cheat Sheet
2 pages
Mind Map
1 page
Section 2: Coaching and Mentoring

You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month even after you spoke with them about the importance of meeting goal. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do?

This workshop focuses on how to better coach your employees to higher performance. Coaching is a process of relationship building and setting goals. How well you coach is relates directly to how well you are able to foster a great working relationship with your employees through understanding them and strategic goal setting.

An easy-to-understand coaching model taught in this workshop will guide you through the coaching process. Prepare yourself to change a few things about yourself in order to coach your employees to better performance.

Section 3: Defining Coaching and Mentoring

Before getting deeper into the subject of coaching, it is prudent to discuss mentoring and what it tries to achieve. Understanding the difference between coaching and mentoring will help you be clear on your coaching objective. Many times, these two concepts are misunderstood.

The goal of this module is to define both concepts and introduce a coaching model that will allow you to focus on improving performance. Let us begin by defining what coaching is.

Defining Coaching and Mentoring
5 questions
Keep going...
Section 4: Setting Goals

Without a goal, your chances of successfully coaching your employee to better performance are low. Defining specific, measureable, attainable, realistic and time driven goals will plot a marker in the horizon that acts as your beacon. Without it, you are navigating blindly, causing frustration for both you and your employee, because you never seem to make any improvement. It becomes a constant cycle of failing to meet the goal and talking to your employee about it. This repeats repeatedly without a well-defined goal.

Setting goals
5 questions
Section 5: Understanding The Realities

In the last module, you plotted a marker in the horizon as a beacon, guiding your employee to a specific, measurable, attainable, realistic and timely goal. This is a great start, but there is also a need to know where your journey began. Placing a marker at the starting point of your employee’s coaching journey enables both you and your employee to determine and measure progress. The goal in the offing may never seem to get any closer, because you have no point of reference to gauge your progress.

In this module, you will learn how to place that stake in the ground, marking the beginning of the coaching journey. Examining the current realities is the second component or the “R” of the GROW model. Let us delve into this concept to learn more about it.

Understanding the Realities
5 questions
Section 6: Developing A Plan

This module discusses how to explore options that will enable your employee to move towards the goal that was set before them. This is the next component or the “O” in the GROW model. This is the pivotal step in the coaching process. If done correctly, you will engage your employee and create a desire for them to improve. If done incorrectly, you employee will disengage and they probably will fail again. It is the coach’s job to create this participative environment. Let us look and see how.

Developing a Plan
5 questions
Half Way There...
Section 7: Wrapping It All Up

In the last module, your goal was to get your employee participating in the coaching process by identifying actions steps together. It is time know to solidify what has been said and established as actions steps or simply stated—wrapping it all up.

In this module, you are going to learn how to finalize your employee’s plan in a way that motivates them to take action immediately. Wrapping up the coaching session is the final component or the “W” in the GROW model to coaching. This step is crucial, because it should set things in motion quickly, which is your goal. Let us see how.

Wrapping it All Up
5 questions
Section 8: Building Trust

In your coaching session with your employees, you will discover many times things about your employee that are personal and sensitive topics. This is normal and demonstrates trust in you. As their coach, establishing and maintaining trust is the most essential ingredient to the entire process. If your employee determines that your purpose of improving their performance is to further your career, then they will not trust you. Without trust, whatever you say and do will be subject to skepticism.

This module discusses the meaning of trust, its relationship to coaching and building trust. Building trust must be a sincere desire in you. It requires an investment in time and emotion. Anything less will not foster a trusting relationship between you and your employee. Fist let us begin by defining what trust is.

Building Trust
5 questions
Section 9: Providing Feedback

In the last module, we discussed the importance of establishing trust and its relation to the coaching process. Although building trust is a personal investment you must make, you are still required to provide both negative and positive feedback.

Understanding how to structure feedback is essential in balancing trust with the need to discuss desired and undesired behaviors with your employee. In this module, you are going to learn techniques for delivering feedback well. Let us begin.

Providing Feedback
5 questions
Almost there...
Section 10: Overcoming Obstacles

It is common to encounter roadblocks during the coaching process. Roadblocks manifest in many different forms. Roadblocks, however, should not spell and end to the coaching process. You should expect roadblocks to occur. It is natural for it to happen because we are expecting behaviour change, which that in and of it self is a task for your employee.

In this module, we will discuss ways to overcoming roadblocks. Some of the things you will learn are identifying common roadblocks re-evaluate goals and focus on progress. Roadblocks are not dead ends. They are warning signs that will help you identify when you need to intervene and get your employee back on track.

Overcoming Obstacles
5 questions
Section 11: Reaching The End

Identifying the end of the coaching process for a particular goal is a vital step that helps both you and your employee acknowledge you have both reached the end. Failing to acknowledge the achievement of a goal could result in disappointment for your employee. Many times, they are anticipating the end and perhaps expect some form of celebration or kudos. No matter how you do it, as a coach, you must know when your employee has reached their goal and acknowledge it.

In this module, you will learn to recognize success, transition your employee from this coaching goal to another and wrapping it up. Let us begin by discussing how to know when you have achieved success.

Reaching the End
5 questions
Section 12: Mentoring vs Coaching

Earlier in this workshop, we defined the terms coaching and mentoring. We learned that both concepts vary greatly in terms of the goal each sought to achieve. In this module, you are going to learn the practical differences and blend the two for a balanced development program. In addition, we will discover how to integrate the GROW module when you are mentoring your employee and finally, you will learn how to focus more on building relationships. Let us start by comparing the practical differences between coaching and mentoring.

Mentoring vs Coaching
5 questions
Section 13: Wrapping Up
Wrapping Up

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Instructor Biography

Train in a Day Training, Management and Leadership Development

Established in 2004, traininaday has empowered thousands of individuals to develop their management and leadership potential.

Now we bring our classroom training to you. The most fundamental aspects of management and leadership professionally narrated, visually engaging and delivered to you wherever you are.

Each course covers what you need to know and is supported by learning activities and interactive quizzes that test your knowledge.

We continue to develop new management training and leadership development courses that further your influence at work.

For more or for an in-house training event visit traininaday .

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