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Build skills for developing impactful and engaging coaching conversations that improve team performance. Establish an understanding of when feedback discussions need to transition to a coaching relationship. Review theories for changing behavior, the importance of trust, crucial coaching elements and formulating successful development plans to enhance performance and build potential.
Establish an engaging coaching relationship to improve performance and grow talent by encouraging your team to perform at its best. Gain an understanding of when coaching is needed and practice using a coaching model to facilitate an effective coaching conversation. Review various theories for changing behavior and applying different strategies. Examine important coaching elements such as setting clear and actionable goals, formulating a development plan, and dealing with conversational conflict.
Key outcomes
- Clarify differences in the various roles a manager plays with staff members and define what coaching is and isn’t
- Identify different approaches (i.e. directive, coaching) that are needed when motivation and/or performance declines or increases
- Differentiate when to use coaching and when to move to performance improvement plans
- Apply the right coaching approach to individuals at various motivation and performance levels
- Identify a coaching model that provides a structure for either one or a series of coaching conversations
- Demonstrate setting clear, actionable SMART goals—stretch but achievable
- Assess and improve personal capability in foundational coaching skills
- Formulate a development plan to focus coaching conversations, reinforce commitment to change and follow up in the moment coaching opportunities
Who should enroll
- Managers and executives working on inclusion initiatives
- Entry-level to senior HR and business professionals
- Business and employee relations managers
- Learning and development professionals
- DEI professionals, leaders and practitioners
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