PRACTICAL COACHING SKILLS FOR MODERN MANAGERS
Mastering coaching skills
Unlocking potential - Maximizing employee growth
Are you encountering challenges in developing your staff?
- Do your team members overly rely on your guidance, lacking initiative in self-learning and personal development?
- Do you aspire to nurture your team's growth but don’t know how to cultivate a self-driven learning atmosphere that encourages creativity and fosters independent thinking?
- Do you find it challenging to deliver impactful feedback, accurately assess talent potential, and design long-term development plans for your team?
Join AIMNEXT’s training course to gain practical, strengthen your leadership, build a high-performing team, and take your management career to the next level!
OBJECTIVES
- Understand, differentiate, and flexibly apply Managing, Mentoring, and Coaching roles based on contextual needs
- Master core coaching techniques to develop team members and elevate team performance
- Practice coaching skills using internationally recognized models
- Evaluate employee competencies and develop staff development plans
TARGET
- First-line Manager, Middle Manager...
CONTENT
Part 1: Mindset Shift — From "Manager" to "Coach"
- Distinguish between Managing, Mentoring, and Coaching
- Why do managers often find coaching challenging?
- Situational leadership model: Direct vs. Coaching
- Identify 5 signs that you are Managing rather than Coaching
Part 2: Active Listening & Powerful Questions Skills
- 3 levels of listening according to CIPD standards
- Explore 3 types of questions: open-ended questions, probing questions, and reflective questions
- The art of using "How/What" questions instead of "Why" questions to avoid defensive reactions.
- Common traps: leading questions, closed questions, and consulting disguised as questions
Part 3: GROW Model – Structured Coaching Framework
- Analyze the 4-step GROW structure: Goal – Reality – Options – Will.
- Techniques for effectively opening and closing coaching sessions.
- Practice a coaching session using the GROW model
Part 4: On-the-Job Training (OJT) Skills via the EDAC Model
- EDAC Framework (Explain – Demonstrate – Apply – Check): core OJT methodology
- Situational application: differentiating new skill instruction from performance coaching
- Effective preparation: 4 essential steps prior to guiding staff
- Common pitfalls during execution: over-explaining, doing the work for them, and skipping comprehension checks.
Part 5: Effective Performance Feedback via SBI/SBIA Model
- Why managers' feedback often falls flat
- The SBI Model (Situation – Behavior – Impact) for objective feedback
- Upgrading to the SBIA Model: Integrating the "Ask" step to bridge Feedback and Coaching.
- Mastering positive and developmental feedback delivery
- Core principle: focus feedback on specific Behaviors, not personal traits
Part 6: Competency Assessment & Employee Development Plan
- 9-Box Grid Matrix: assessing Performance vs. Potential
- Competency Diagnosis: looking beyond surface-level results
- IDP Formulation: building actionable Individual Development Plans
- 70:20:10 Framework: extending learning beyond formal training
- Core principle: focus feedback on specific Behaviors, not personal traits
REFERENCE
Download “Practical Coaching skills for modern managers" pamphlet (PDF version) here.