COACHING SKILLS

In leadership roles, supporting employees to grow lies not only in providing direct guidance or solutions, but also in being able to unlock potential and help employees find answers on their own. In the context of a working environment that increasingly requires creativity and adaptability, leaders need to become leaders, supporting employees to develop through introductory conversations.
The “Coaching Skills” program is specifically designed to equip leaders with the necessary mentoring skills, helping you not only solve the problem at hand, but also build a culture of learning and sustainable development for the organization.

Participants

Managers and leaders want to use coaching to create meaningful and inspiring conversations, thereby promoting team growth and performance.
Leaders who want to spark the ability to think independently, creatively, and take responsibility in their teams.
Individuals who have never had access to coaching but want a practical, easy-to-apply approach to their daily communication with employees to develop them in a sustainable way.

At the end of the program, students will:

Understand the role of coaching in leadership:
- Distinguish coaching from other forms of development such as training and mentoring.
- Understand when and why to use coaching in your communication with employees.
Develop 4 core skills:
- Deep Listening: Receive information and emotions of employees fully and non-judgmentally.
- Recognition: Recognize the value and effort of employees and create positive motivation.
- Feedback: Help employees take a deeper look at their experiences to learn lessons.
- Ask open-ended questions: Use thought-provoking questions to promote growth and creativity.
Applying coaching skills in practice:
- Contemplation process: Help employees learn lessons from work experience.
Develop goals and action plans: Support employees to set clear goals and implement them effectively.

Introduction to transformational thinking
- Trust creates transformation in people
- Distinguishing 3 types of people development: Coaching, Training and Mentoring

Thought and Behavior Leadership Process
- Leadership in the journey to help employees transform
- Foundational skills in communication help a person change their mindset and behavior

Deep listening skills
- Difference Between Observing Truth and Deduction
- Observation Practice
- Classifying Information with Thinking Models (TFA-D)
- Proactive listening with the LACE model
- 3 levels of empathetic listening

Framed Recognition & Reflection Skills
- Benefits of Proper Recognition
- Difference Between Recognition and Praise
- Practice recording according to the 3C model
- 3 methods of mirroring with “frames”
- The Benefits of Reflection Deepen Learning
- Practice Combining Deep Listening and Reflection

Questioning skills stimulate thinking and deepen learning
- The Power of Questions
- Observe the intent behind the question
- Observing the Thinking Dimension
- Practice asking questions
- Limiting habits when asking questions

Thought processes that support employee development conversations
- The process of reflective thinking and perceiving experience
- Thought process for building goals and action plans
- Practice conversations according to the thought process

Harvest at the end of the program
- Applying 4 core skills to implement end-of-program harvesting
- Planning for practical application
- Build new habits