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.
• 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.
Part 1: Active Listening
Part 2: Coaching and Mentoring
Part 3: Action Learning
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
Find out more information about our courses, download our brochure or book a call with our team.
Craig Smith, Head of Learning and Employee Experience, Babcock International
Rebecca Keeble, Talent Manager,
Marks and Spencer
Roger Minton, Head of Leadership Development, Anglo American
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