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Coaching Skills for Managers: GROW, Feedback and 1:1
Highest Rated
2,906 students
Coaching Skills for Managers: GROW, Feedback and 1:1
coaching skills | GROW model | 1 on 1 meetings | giving feedback | mentoring | performance review | employee development
Last updated 9/2026
English
English [Auto],
What you'll learn
- Run a coaching conversation with GROW and the balance wheel, and recognise the moments when coaching is the wrong tool entirely
- Ask questions that make a person solve their own problem instead of coming back to you for the answer
- Launch 1:1 meetings across a company: format, frequency, the ROI calculation and the pitch that gets it approved
- Give critical feedback without demotivating, using a six-step model and a script you prepare in advance
- Build a mentoring programme end to end — matching, mentor preparation, the first meeting, boundaries, and a clean ending
- Design a performance review form from 12 templates and a library of 170+ competency phrasings
- Write a development plan on the 70-20-10 model with success measures, budget and deadlines
- Roll both processes out with a RACI matrix, an annual calendar, rating calibration and a metrics dashboard
- Learn alongside Mike's 1.6 million students from 185 countries
- Get the author's experience from Preply, Wargaming, iDeals and Alfa-Bank
Explore related topics
Course content
15 sections • 46 lectures • 20h 55m total length
Requirements
- You need people to practise on — direct reports, mentees, or colleagues you support
- No coaching certification required. GROW, clean language and the rest are taught from zero
- Willingness to try this on real conversations rather than imagined ones
- English at intermediate level or above, since all lessons are in English
- A spreadsheet — the review forms and development plans get built in one
Description
This course contains the use of artificial intelligence.
Most managers have had exactly one hour of training in how to talk to their own people, and it was a slide about the feedback sandwich.
Everything else they learned by improvising, which is why the same conversations keep going the same way.
Where manager conversations break
The one-on-one turns into a status update, because nobody decided what it was for. Feedback gets saved up for the annual review and arrives as a list of grievances from March. The manager solves the problem instead of asking about it, so the person comes back with the next one. The mentoring programme launches with a kickoff and quietly stops in month three. And the review form gets copied from a template someone found, so it measures nothing anyone acts on.
None of this is a motivation problem. It is a skills problem, and skills can be taught.
What this course is
Thirty-four lessons across the five conversations a manager actually has. Coaching first, ten lessons of it — GROW, the balance wheel, clean language, listening, and the questions that make a person find their own answer instead of collecting yours. This is the part most managers skip and the part that changes everything downstream.
Then the one-on-one, which is where coaching lives in practice: what to do with the thirty minutes, the six types of 1:1, and how to launch them across a company including the ROI calculation that gets the project approved. Then feedback — what stops managers giving it, the six-step model, and how recognition works as part of the same system. Then mentoring: matching, preparation, the first meeting, boundaries, and how to end a mentoring relationship properly rather than letting it fade.
The two playbooks at the end
The last six lessons are different in character. They are build-alongs: you finish with a performance review form for a real employee, drawn from twelve templates and a library of 170+ competency phrasings, and a development plan on the 70-20-10 model with measures, budget and deadlines. Then the rollout for both — RACI, annual calendar, rating calibration, metrics dashboard, ROI.
Who is teaching this
Mike, the number one HR instructor on Udemy. More than 1.6 million course enrolments, over 150,000 professionals trained, PHRi and SHRM-CP certified, HRCI representative in more than 10 countries. I built the people function of the unicorn Preply and worked at Wargaming, Alfa-Bank and iDeals. The processes here are the ones I ran, including the first mentoring programme I launched that died in month three.
What is included
Lifetime access to all course materials
Active instructor support in the Q&A section
Udemy Certificate of Completion
Practical assignments and real business cases
A section with additional courses, tools and resources
Before you start
Pick one person on your team and one conversation you have been postponing. Run it after lesson seven. That single conversation will tell you more about your coaching than the rest of the course will. Enrol now and start the first lesson today.
Who this course is for:
- Team leads who were promoted for being good at the work and got no training in the conversations
- HR and people partners setting up 1:1, feedback, review and development processes from scratch
- Managers whose one-on-ones have quietly turned into status updates
- L&D specialists launching a mentoring programme and wondering why the last one faded out
- Anyone preparing for a coaching qualification who wants the practical side first
- Founders whose company grew past the point where managing by instinct still works
- Experienced managers who can give praise easily and dread the other conversation