Poor management results in a huge cost to organisations. Although a disturbing truth, most of the time people do not leave organisations, they leave managers. Another reason people leave organisations is they want to be developed.
To lead a team of self motivated people focussed on their own performance improvement and development, managers must adopt a coaching-based management style where there is a relationship of openness and honesty. Managers can then focus on developing performance away from daily fire fighting activities to more long term strategic thinking.

*Explore the leadership mindset and how coaching is an incredibly effective style of leadership.
*Understand the power of coaching and how it can improve individual, team and organisational performance.
*Understand and apply the latest discoveries in neuroscience and performance improvement.
*Differentiate between training and coaching.
*Identify the qualities of a good coach.
*Identify the essential coaching principles such as building awareness before action, believing in potential and encouraging the team member to take responsibility.
*Understand the negative effect of advice-giving as a management style.
*Identify Thomas Gordon’s Communication Blockers and how they impede communication.
*Practice the critical coaching skills of rapport building, listening and giving feedback.
*Construct a comprehensive set of coaching questions using John Whitmore’s GROW coaching model.
*Conduct a full coaching session with another participant working on a ‘real’ issue whilst being assessed by an observer.

By the completion of the course you will know how to: Understand the leadership mindset and how coaching is a part of working 'on' your business as opposed to working in your business/ Improve individual, team and organisational performance with correct development and coaching techniques. Differentiate between training and coaching and in what circumstances to use both. Identify the qualities of a good coach. Identify the essential coaching principles such as building awareness before action, believing in potential and encouraging the team member to take responsibility. Understand the negative effect of advice-giving as a management style. Identify Thomas Gordon's Communication Blockers and how they impede communication. Practice the critical coaching skills of rapport building, listening and giving feedback. Contruct a comprehensive set of coaching questions using John Whitmore's GROW coaching model. Conduct a full coaching session with another participant working on a 'real' issue whilst being assessed by an observer.