Coaching for Improved Performance

Duration 2 Days

Programme Objective

The central objective of this training programme is to provide course participants with the necessary knowledge, skills and behaviours which are essential to the development and effective execution of their coaching responsibilities in the development of their staff in reaching their full potential and in the (remedial) management of ‘underperformance’, inside the wider context of Performance Management, ‘Performance Improvement Plans’ and management of discipline systems at their place of work.

Learning Outcomes

This training programme should enable the participants:

  • To understand and attain a level of confidence in the art of coaching, enabling them to actively participate in the process, with the achievement of higher motivation levels and improved performance and staff relations in their domains.
  • To review, learn from and build upon past performance in a progressive way.
  • To set objectives for the coming period, in the context of their own development needs and those of the wider team\dept.\division.
  • To identify appropriate training\development needs – in the context of continuous personal development and career planning – and to agree how they will be addressed, monitored and reviewed.
  • To appreciate and apply the coaching linkages to day-to-day team leader\supervisory responsibilities, Performance Management, and the management of underperformance and discipline.

Programme Outline

This programme shall cover the following schedule:

  • Coaching: Principle and Practice (incl. the G.R.O.W. Model)
  • Styles, Skills And Strategies For Difficult Staff Interactions in the Context of Effective Coaching
  • The Objectives And Merits Of A Performance Management System
  • The Management Of Underperformance
  • The Key Principles Associated With The Effective Management Of Discipline
  • The Annual Performance Management Interview:
    • The Preparatory Phase – A Checklist
    • The Actual Interview Phase – A Checklist
    • The Follow-Up Phase – A Checklist
  • The ‘Improved Performance Plan'(I.P.P.) Interview
    • The Preparatory Phase – A Checklist
    • The Actual Interview Phase – A Checklist
    • The Follow-Up Phase – A Checklist
  • The Discipline Interview:
    • The Preparatory Phase – A Checklist
    • The Actual Interview Phase – A Checklist
    • The Follow-Up Phase – A Checklist
  • Coaching, ‘Improved Performance Plan’, Performance Management, ‘Underperformance’ and Disciplinary Interview Case Study Role Plays (Including Evaluation And Feedback)
  • Characteristics Of The Good Interviewer And The Good Interview
  • Characteristics Of The Bad Interviewer
  • How To Set Up The Interview Environment
  • How To Control The Interview
  • The Questions You Ask: Dos And Don’ts
  • Question Strategy: How To Ask Them
  • The Art Of Good Listening
  • Principles And Practices For The Effective Provision Of Feedback
  • How To Identify, Set And Measure Work Objectives And Performance Standards

Programme Methodology

The content and timetable constructions are designed to facilitate maximum group participation, skills development and practice and feedback on (participant) performance, in coaching-related scenarios.

 

Target Audience

The programme is designed for all those involved in – or with aspirations to be involved in – the coaching process, regardless of role or context e.g. line managers, team leaders, function heads, human resource management professionals.

Duration

Two Days

Number of Participants

To maximise participant involvement and the associated learning process, this programme is confined to a maximum of 8 participants.