Coaching For Results


   3 Month Access - $149
   6 Month Access - $199
  12 Month Access - $299

Beginning Your Coaching Engagement

Overview/Description
The coaching relationship is different from many other working relationships you may have encountered in your career. A coach has a special position that isn’t as prescriptive as a manager or as instructive as mentor; a coach is focused on guiding the individual being coached through their own process of discovery and growth. There are five phases of coaching, and this course will cover the first three: enrollment, discovery, and developing the action plan. In these stages, the coaching relationship and its goals are created, setting the stage for the remainder of the coaching engagement.

Target Audience
Any person in a role that leads and influences another’s performance, desiring to further hone their coaching skills to bring out the full potential in others

Prerequisites
None

Expected Duration (hours)
0.6

Lesson Objectives

Beginning Your Coaching Engagement

  • assess a candidate’s suitability for coaching
  • ask assessment questions that will help develop coaching goals
  • select empowering personal advice guidelines (EPAs)
  • guide the coach in the creation of their personal strategic action plan (SAP)
  • coach a client through the beginning stages of a coaching engagement

Coaching Techniques that Drive Change

Overview/Description
Coaching by definition is action-centered. This is the main thing that differentiates it from counseling. At this point in the coaching engagement, the coach and coach will have agreed on and co-created the Strategic Action Plan, which defines the goals and activities that the coach will be working on throughout the remainder of the experience. Techniques covered in this course will give the learner the tools needed to lead from behind as a coach. Leading from behind is providing guidance through skillful observation and communication techniques that help guide the coach’s discoveries, self-awareness, epiphanies, and ‘aha’ moments. Keeping the momentum of progress, staying the course, and creating detours characterize the coach’s work in this phase. These are accomplished through coaching tactics that include questioning, listening, observing, and challenging.

Target Audience
Any person in a role that leads and influences another’s performance, desiring to further hone their coaching skills to bring out the full potential in others

Prerequisites
None

Expected Duration (hours)
0.4

Lesson Objectives

Coaching Techniques that Drive Change

  • select power questions to get at the heart of a coaching conversation
  • identify the elements of effective listening in coaching sessions
  • set expectations for a coaching observation with a coach
  • use challenging as a technique to expand what a coach thinks is possible
  • conduct effective coaching sessions using questioning, listening, and observations

Coaching to Drive Performance

Overview/Description
The proven fact is that desired results are achieved more quickly with the guidance of a personal Coach. When a coach is working to drive performance, the coach is being held accountable to do what they say they are going to do, and want to do. This phase of a coaching engagement is called the ‘accountability phase’ in coaching. It is also the phase when the ‘shoulds and ought-tos’ bubble to the surface – the things that a Coach is unconsciously following, instead of their true aspirations. These ‘shoulds and ought-tos come from outside the coach, and it is in this phase that they must be dealt with, by either eliminating them or figuring out a way to deal with them. Towards the end of this phase, the coach is clicking along and it’s time to ‘fire’ their coach. The coach is no longer needed as the goals of the engagement are creating the coach’s desired outcome. The coach must be able to spot the pending conclusion of the engagement and set the coach up for sustainability of performance using coaching tactics.

Target Audience
Any person in a role that leads and influences other’s performance, desiring to further hone their coaching skills to bring out the full potential in others

Prerequisites
None

Expected Duration (hours)
0.4

Lesson Objectives

Coaching to Drive Performance

  • ask questions to guide a coach in the assessment of their progress
  • guide the coach back on track when they run into excuses and procrastination
  • recognize the signs that it’s time to conclude the coaching engagement
  • assist the coach in assessing progress toward their goals and sustaining improved performance, and conclude the coaching engagement

Coaching to Shift Perceptions

Overview/Description
When coaching is a new initiative and direction in a company, you can expect some resistance from the people you coach. You need to call on all your emotional intelligence resources, questioning techniques, and listening skills to get your coach to accept feedback and move forward. In this Challenge, you play the role of coach to an IT Systems Engineer who isn’t on board with the need for coaching. Your mission is to help him set goals, empower himself, and take action toward more productive working relationships.

Target Audience
Individuals formally tasked with coaching responsibilities, and others interested in developing or improving their coaching skills

Prerequisites
None

Expected Duration (hours)
0.2

Lesson Objectives

Coaching to Shift Perceptions




© 2016-2017 Core Project Management Essentials, LLC - All Rights Reserved.