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What
is coaching?
Why coach in business?
Coaching skills
Courses and Programmes:
Modelling Client
Information
Performance Coaching
Management Development
Clean
NLP
GB Premier
Open Dragon Boat Team
Links
Resources
About Us
Contact
us
www.emccouncil.org
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Performance
Coaching
Download
brochure, Acrobat file 338kb
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Purpose
to develop business
managers in the skills of (performer centred) coaching of their
staff in order to maximise the creativity and motivation of their
team members, at any level in an organisation, to meet their
business goals.
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Objectives
- Describe
the difference between Performer-centred and Coach-centred
coaching
- Describe
the concept of ‘Map of the World’ in terms of deletion,
distortion and generalisation
- Explain
the process of ‘awareness
raising’ in terms of effective questions and the Performer’s
‘Map of the World’
- Describe
what ‘responsibility’ needs to be clarified during coaching
- State
the three purposes of clean questioning
- List
the six words or phrases that form the basis of an information
gathering open question: what, who, where, when, how much, how
many, how often.
- Explain
how presuppositions by the Coach are simply avoided by keeping
to short open (clean) questions.
- Demonstrate
the process of ‘funnelling’ to elicit detailed information
using information gathering open questions
- Demonstrate
how a problem is translated into a motivating outcome using the
Problem/Solution/Outcome model
- Describe
the T.O.P.G.R.O.W.E.R. framework as it is used in a coaching
relationship
- Describe
the important difference between an End Goal and a Performance
Goal
- Describe
how a Performance Goal is experienced by a Performer
- Explain
the acronym ‘SMART+’ in the context of specifying a
Performance Goal
- Demonstrate
the process of using ‘What if’ and ‘What would have to be
different to make this possible/desirable?’ during the option
generating stage
- Explain
the reason for the Coach not to be attached to the success of
the Performer in achieving their goal
- Feedback
to a Performer on an activity in a way that maximises awareness
and usefulness.
- Explain
the importance of a manager setting the business context before
coaching begins
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Typical
Course
An interactive two-day
course with plenty of opportunity to practice the skills followed by
a review workshop 6 to 8 weeks later to address any areas of
practical difficulty in applying these skills in the work
environment. Email and telephone support to delegates.
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Feedback
"A very relaxed
course with direct relevance in my current structure. Open style
& natural skill of tutors helped to subconsciously demonstrate
coaching in action" R.G. Manager
"Very enjoyable
course. Two excellent presenters - really made me think" A.B.
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