Coaching Others 101

Coaching others 101

What do we mean by coaching others?


Coaching guru John Whitmore described coaching as “unlocking people’s potential to maximize their own performance”. It’s a powerful leadership approach that acknowledges the huge development potential of the process of guiding people towards their own solutions.

Done well, coaching is powerful, enabling and motivating. It’s also an important tool for our own development as leaders, requiring us to work on key emotional intelligence (EQ) competencies such as empathy, listening and questioning, setting the right goals, reframing, and giving good and timely feedback.  


A great coach can lead you to a place where you don’t need them anymore

Andre Agassi

More information about the course

4 weeks
15 hours
100% virtual
20++ (scalable)


Developing the basics of coaching others


In this 101 Mission we’ll focus on how to:

•  Have great coaching modelled and experienced through virtual action learning sets.
•  Explore techniques to support others to be their best, including Whitmore’s famous GROW model.
•  Develop tips and techniques for coaching people who might be a bit reluctant.
•  Look at the difference between coaching (when we focus on asking and listening) and mentoring (when we’re more likely to be telling based on our experience and knowledge).
•  Create an atmosphere of trust and psychological safety as a foundation for great coaching.


Mission overview — what will you learn?

Part 1: Active Listening 
Part 2: Coaching and Mentoring
Part 3: Action Learning



Models referenced:

Topic 1-3
Topic 17-1
Topic 18
Topic 16-1


Coaching Others 101 – example experiential events

Action Learning Sets (x4 per Mission)

Action learning takes place via action learning groups, or sets, usually comprising four to five (virtually). There is a facilitator and a clear structure to meetings, with members focusing on the issues of each person in turn. However, the group sessions are only part of the process. The other involves testing out of the ideas in action’ between sessions. At the next meeting, the group then helps participants to explore and reflect on the impact of this action, and to develop ideas for overcoming obstacles to further progress. Not only does action learning accelerate our ability to learn and develop from our working experience, listening to and helping others with their learning can be a source of fresh perspective and insights to our own issues

Learning outcomes — through this event you’ll:
  • Experience peer coaching through insightful questioning.

  • ​​Practise coaching skills and networking with an expert facilitator.

  • Have the opportunity to work through complex, relevant, real-life issues.
  • Gain feedback in a safe environment, developing self-awareness.

  • Develop the techniques to coach peers with confidence. 

  • Understand how to be an inclusive manager and leader.

Find out more information about our courses, download our brochure or book a call with our team.

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Craig Smith, Head of Learning and Employee Experience, Babcock International


I’m so impressed that the Apprenticeship Levy can fund such modern, engaging and relevant development for our people

Rebecca Keeble, Talent Manager,
Marks and Spencer

Aanglo American

The Transformational Leadership Programme is 100% virtual and global – a significant attraction for a company with people across the world

Roger Minton, Head of Leadership Development, Anglo American 

Related 101 Missions

Women’s Leadership 101
Relationships 101
Communication 101


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