Coaching Examples
Objectives & Outcomes
Stephen's Coaching Programme
Stephen had been the customer services manager for 6 months and had never received any formal leadership training. Recently he had delivered some negative feedback to one of his team; the individual reacted really badly taking it as a personal attack. This totally knocked Stephen’s confidence. Stephen was considered a high potential leader within the business and KJE Coaching were hired to help re-build Stephen’s confidence and develop his leadership skills. Stephen feels a different person as a result and wants to continue the programme.
Session 1
Stephen’s Agenda
Outcomes
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Agreed the coaching contract, expectations and how we work together, goals for the coaching programme
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Objectives: Help with managing people, giving feedback, delegate more, decision making (S)
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Objectives: Build people skills, have more faith in self, presenting 1:1 & groups, ordering thoughts, communicating clearly & concisely, leave work at work-mental resilience. (KR)
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Action Plan: Think about a “well formed outcome” for success for next meeting. Do a colours questionnaire
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Clarity of how the coaching programme works
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Completion of “WFO” and creation of general principles of what I use at work
Session 2
Stephen’s Agenda
Outcomes
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Review of programme objectives
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Session objectives:
- Communication skills,
- Review of Individuals in the team
- Feedback Skills
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Identification of 5 key areas of focus
- Skill/Will matrix
- Feedback Skills
- Active Listening
- Personal Development Plan
- Relationship Building- questioning
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Knowledge of Kenneth Blanchard’s Situational Leadership model and how to practically apply a different approach for each individual
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Knowledge of different models of giving feedback
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Initiation of 1:1 meetings with team
Session 3
Stephen’s Agenda
Outcomes
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Review
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Personal Development Planning
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Coaching Skills
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Skills, knowledge, mindset audit of self vs ideal
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Creation of action plans for priority areas of focus
Session 4
Stephen’s Agenda
Outcomes
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Review
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Coaching Skills Training
- The GROW model
- The Skill/Will Matrix
- Co-Active Coaching
- Running a PDR meeting & scoring
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Knowledge of a coaching process, when to coach & when to direct and the skills required to coach
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Tao of coaching book
Session 5
Stephen’s Agenda
Outcomes
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Review
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Active Listening
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Awareness of own barriers to active listening
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A process flow for actively listening
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Practical application of the GROW model & when to ask certain questions
Session 6
Stephen’s Agenda
Outcomes
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Review of previous actions and in depth review of all sessions to date, celebrating successes, acknowledging learnings and thinking next steps
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Managing a team remotely
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Stephen feels like he has learnt loads and thinks he has achieved most of what he set out to at the start but acknowledges there’s always more to learn and develop. He would like to continue having sessions if possible