Employee Coaching Course

Coaching is a fundamental part of development which should be the next stage undertaken after an initial classroom based training delivery. It therefore follows that coaching by experienced staff whilst actually doing the job, is crucial in the modern workplace. However, if done wrong, it can lead to many problems of sloppiness, fear, anguish and under-performance by the new employee. In order to coach a person new to a task, there are some important factors and skills that by must be understood by the person doing the coaching.

At TrainingTeams Ltd., we have developed a course which has been designed to equip experienced staff with the ability to coach other employees to greater levels of competence and confidence, and thus boost long-term performance.

We will instruct employees on the four elements of the coaching model whilst also encouraging them to look at themselves and their skills, attitudes and behaviours. We will also incorporate feedback skills and action planning to enable them to be able to plan the different stages and allow the new employee to undergo small steps under structured and compassionate guidance.

Through this course we can, additionally on request, identify the correct people to undertake coaching as it not for everybody. Just because a person can do a job proficiently, it does not naturally follow that they can train others to do it. We do this by means of assessment techniques to ensure that the persons being used to coach have ‘bought in’ to the idea, are motivated to do it and are capable to do it.

Through gentle feedback and debriefing, we can put perspective coaches who have not quite reached the level on an action plan program themselves to work towards achieving status of coach.

Management of Coaching Course

We also offer a separate Management course aimed at middle management or supervisory level. The course looks at the management of coaches and new staff members. It covers the main issues of the above course but additionally covers subjects such as

• Identifying the appropriate management style for supervision of coaching and be able to use the right techniques to get the results
• Involvement of setting coaching objectives which are measurable and activity based
• facilitating conversations and meetings to assess progress
• Structuring and delivering quality feedback to your staff
• Mediating in difficult situations where coaching methods have failed through personality clashes, etc.