Demystify Coaching and Unlock
Potential in Your Team
Coaching for Performance Presented by Alan Stevenson
Develop coaching skills to get the best out of your people
Hold effective coaching conversations within 5-minutes
Ask powerful questions to assist others in discovering their own solutions
Adopt a Coaching Mindset
We know that people are promoted into positions of management mainly due to their technical ability. This can encourage them to be the problem solver for others that, in turn, means that people in their team depend on them for solutions. Adopting a coaching mindset helps leaders of teams build capability so that people are willing to offer other ways of solving issues and think of new ways of doing things.
The Power of Coaching
Coaching is a powerful tool for leaders to use, enabling them to unlock potential in their teams. Research over the past 10-15 years indicates successful managers are not only effective leaders but also have developed coaching skills to get the best out of their people. Many people associate coaching with telling, teaching or directing others. Coaching is about asking powerful questions and encouraging others to discover their own solution.
Through this course you'll learn
- The Definition of Coaching
- How to ask Powerful Questions
- Awareness of Common Pitfalls
- Corridor Coaching
- The G.R.O.W. model
- Balancing Leading, Managing and Coaching
Leadership & Culture
Have you got the HS culture in your organisation that you want? Are your leaders unclear or uncertain about the type of HS behaviours that lead to a good HS culture? We can develop and implement programs that improve your HS culture and your HS leadership performance.
Specialist Resources
Have you got a short-term HS resource issue, either to bridge a gap between recruitment, tackle an urgent project, or supplement your existing team for a specific period? We can provide you with specialist HS resources, that work with a coaching philosophy, to help you tackle your short-term HS resource needs.
Systems Improvement
Is your existing System too cumbersome or bureaucratic? Have you got repetitive HS issues that you’re struggling to fix? Is Contractor Management a problem that needs to be improved? We can work collaboratively with your team to develop and implement solutions that resolve HS issues, improves performance and increases efficiency.
Frequently Asked Questions
Coaching in organisation and leadership settings is an invaluable tool for developing people across a wide range of needs. The benefits of coaching are many; 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills. 86% of companies report that they recouped their investment on coaching and more (source: ICF 2009).
The international Coaching Federation (ICF) defines coaching as:…partnering with clients in a thought-provoking and creative process that inspires them to maximise their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity, and leadership.Put in simpler terms, coaching is primarily about helping someone be the best version of themselves.
An individual or team might choose to work with a coach for many reasons, including but not limited to the following:Something urgent, compelling, or exciting is at stake (a challenge, stretch goal or opportunity).A gap exists in knowledge, skills, confidence, or resources.A desire to accelerate results.A lack of clarity with choices to be made.Success has started to become problematic.Work and life are out of balance, creating unwanted consequences.Core strengths need to be identified, along with how best to leverage them.
Two of the most critical skills to develop as a coach are listening and being able to ask powerful questions. Having high levels of both emotional and social intelligence will also help you to become a great coach.
A short answer is that everyone could benefit from coaching, however not everyone enjoys being coached. Coaching should be an invitation and is very rarely effective when the person being coached has been ‘forced’ into the process and has not requested coaching or accepted an invitation to be coached.
Coaching is often added to a various adjective to differentiate the focus of the coaching.For example, there is:
- Life coaching
- Relationship coaching
- Career coaching
- Mental health coaching
- Wealth coaching
- Etc.
Ultimately, the skill of the coach to focus on the interests of the person being coached through listening, being curious and asking powerful questions is what will determine the success of the coaching relationship
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