Pass it on Bestseller
Coaching skills for managers training video
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Overview
Coaching skills for managers
To give managers the coaching skills they need to guide and encourage their people towards greater performance.
About this video training programme
Effective coaching helps people to progress and contribute more fully to the business objectives and ensures that individuals get the one-to-one guidance they need to perform to the best of their ability.
Coaching is vital, but frequently neglected. Whilst line managers are increasingly expected to take on the responsibility for coaching, very few are actually trained to do it. In addition, pressures of work often force coaching to the button of the priority list.
Written by Armando Iannucci ('The thick of it' and 'I'm Alan Partridge'), this humorous programme uses clear messaging and practical, believable examples of how to get coaching right (and wrong). It also demonstrates how effective coaching can facilitate individual development and become personally rewarding for the coach too.
Managers will be able to...
-Confidently coach their people
-Increase the potential and performance of their teamsProgramme includes:
The video (25 mins)
Video extras (11 mins)
Course leader's guide (PDF)
Group training workbook
Self-study workbook
PowerPoint slidesFeaturing Rob Brydon
A Video Arts 2007 production featuring Rob Brydon, Will Smith and Meredith McNeill.
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Learning chapters
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An opportunity for coaching http://www.videoarts.com/product/COACHING1 L01/An-opportunity-for-coaching http://www.videoarts.com/images/products/COACHING1 L01.jpgThe manager Ted is overloaded with work. He is unprepared for the coaching session because he has failed to plan for it. He also doesn't know the benefits of coaching. Bill, his manager, explains the opportunity for coaching and how Angie will be a huge benefit to him.... (read more)
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Not knowing where to start http://www.videoarts.com/product/COACHING1 L02/Not-knowing-where-to-start http://www.videoarts.com/images/products/COACHING1 L02.jpgThe need to plan the coaching sessions. Within the first session Ted is unsure of where to start. Sarah explains to Ted the need to identify what the aims of the coaching are, what his goals are. Also to find out where Angie will benefit from coaching and where she will need help. Ted fails to act upon Angie's suggestion of where she can help him with his workload.... (read more)
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Identify the goals http://www.videoarts.com/product/COACHING1 L03/Identify-the-goals http://www.videoarts.com/images/products/COACHING1 L03.jpgSarah explains to Ted how Angie can help him and how the coaching sessions will aid Angie's personal development within the department, letting her take on new tasks.... (read more)
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Set the targets http://www.videoarts.com/product/COACHING1 L04/Set-the-targets http://www.videoarts.com/images/products/COACHING1 L04.jpgTed explains to Angie what her goals are on how she will be able to do the schedules. Target setting. Checking understanding.... (read more)
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Promoting discovering without a map http://www.videoarts.com/product/COACHING1 L05/Promoting-discovering-without-a-map http://www.videoarts.com/images/products/COACHING1 L05.jpgTed allows Angie to embark on a task but fails to show her how to do it first. Inevitably Angie becomes confused and frustrated while trying to do the task.... (read more)
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Provide a map http://www.videoarts.com/product/COACHING1 L06/Provide-a-map http://www.videoarts.com/images/products/COACHING1 L06.jpgBill explains to Ted that in order for Angie to develop within the task he needs to show her how to do it.... (read more)
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Let them explore http://www.videoarts.com/product/COACHING1 L07/Let-them-explore http://www.videoarts.com/images/products/COACHING1 L07.jpgFor Angie to gain confidence in doing the task she needs to run through the task herself once Ted has worked with her on how to do it. This gives a greater insight into the task and why particular processes are done.... (read more)
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Negative behaviour http://www.videoarts.com/product/COACHING1 L08/Negative-behaviour http://www.videoarts.com/images/products/COACHING1 L08.jpgIn the next coaching session Ted expresses negative behaviours towards Angie, belittling her ideas. Sarah points out to Ted that he is being negative towards Angie and shows how this behaviour is damaging Angie's confidence.... (read more)
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Encouraging through praise and constructive criticism http://www.videoarts.com/product/COACHING1 L09/Encouraging-through-praise-and-constructive-criticism http://www.videoarts.com/images/products/COACHING1 L09.jpgBill explains to Ted the importance of encouraging the learner during coaching; how encouraging and praising Angie will be more beneficial to both of them.... (read more)
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Not treating them as an equal http://www.videoarts.com/product/COACHING1 L10/Not-treating-them-as-an-equal http://www.videoarts.com/images/products/COACHING1 L10.jpgBill explains to Ted that coaching is allowing someone to learn on the job. Bill then reminisces on his past and how badly a coaching session went with Sarah and how he didn't want to show 'chinks in his armour'. And, how he failed to accept that Sarah knew more technical terms.... (read more)
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Treat them as equals http://www.videoarts.com/product/COACHING1 L11/Treat-them-as-equals http://www.videoarts.com/images/products/COACHING1 L11.jpgThrough Bills bad example of coaching, Ted understands the benefit to admitting one's mistakes and how learning from such mistakes actually encourages the learner.... (read more)
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Admit your own mistakes http://www.videoarts.com/product/COACHING1 L12/Admit-your-own-mistakes http://www.videoarts.com/images/products/COACHING1 L12.jpgTed admits one of his embarrassing mistakes to Angie to encourage her making her feel more comfortable with the new task/job.... (read more)
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Not listening actively http://www.videoarts.com/product/COACHING1 L13/Not-listening-actively http://www.videoarts.com/images/products/COACHING1 L13.jpgTed fails to listen to Angie's concerns and queries. He distracts himself from the coaching session by making a phone call and steams on ahead with the next target within the coaching session, without paying any attention to Angie.... (read more)
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Listen actively http://www.videoarts.com/product/COACHING1 L14/Listen-actively http://www.videoarts.com/images/products/COACHING1 L14.jpgBy realising his mistake, Ted actively listens to Angie, recaps on what he thinks she has said to check understanding and then explains the best action Angie should take.... (read more)
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Follow-up http://www.videoarts.com/product/COACHING1 L15/Follow-up http://www.videoarts.com/images/products/COACHING1 L15.jpgBy not informing other people in the company of Angie-s new responsibilities Angie struggles to get what she needs from others. By realising this Ted not only informs others of what Angie is doing but establishes follow up sessions to check on Angie's progress and provides resources for her where needed.... (read more)
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Summary http://www.videoarts.com/product/COACHING1 L16/Summary http://www.videoarts.com/images/products/COACHING1 L16.jpgThis is the summary of all the learning points with recap scenarios as examples. Identify the goals, set targets, promote discovery, provide a map, let them explore, encourage, praise and constructive criticism, treat them as equals, admit your own mistakes, listen actively, recap, follow up, check on progress and provide resources.... (read more)
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Extra: Why coach? http://www.videoarts.com/product/COACHING1 L17/Extra:-Why-coach http://www.videoarts.com/images/products/COACHING1 L17.jpgCoaching allows staff to take on their manager's routine jobs leaving the manager with more time to look for new opportunities, new ways to improve and develop and grow the business. Coaching is right at the heart of business survival and success.... (read more)
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Extra: What coaching isn't http://www.videoarts.com/product/COACHING1 L18/Extra:-What-coaching-isnt http://www.videoarts.com/images/products/COACHING1 L18.jpgThe differences between coaching, training and mentoring are explained. A mentor is a senior manager outside your direct reporting structure. Coaching is one-to-one, training is in groups, coaching happens on the job, training often happens in a classroom. Training helps you in your present job, coaching is about learning a new job. Training aims to help people do their jo... (read more)
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Extra: What is coaching? http://www.videoarts.com/product/COACHING1 L19/Extra:-What-is-coaching http://www.videoarts.com/images/products/COACHING1 L19.jpgAll things you coach people on are practical, operational and ongoing. You show them what you are doing and why you are doing it. You let them try it with a watchful eye and then you let them go off on their own. You keep liaising with them; checking on progress, encouraging and getting them to ask you questions.... (read more)
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Extra: Vacancies and opportunities http://www.videoarts.com/product/COACHING1 L20/Extra:-Vacancies-and-opportunities http://www.videoarts.com/images/products/COACHING1 L20.jpgBy adopting a coaching culture within the organisation you avoid hassle, time and money on recruitment when a key team-member decides to leave. By coaching individuals to do bigger jobs whether these are self-contained projects or to cover a colleague-s absence, you actually develop their skills and behaviours to fit into the role of the person who's leaving.... (read more)
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Extra: The GROW model http://www.videoarts.com/product/COACHING1 L21/Extra:-The-GROW-model http://www.videoarts.com/images/products/COACHING1 L21.jpgG is for goal; both the coach and the coachee are clear about the purpose of the sessions. What they will be able to do, or go away with, at the end of the sessions. R is for reality. Assessing what knowledge the learner has from the start and what qualities they have that will help with the job. You can-t plan unless this is done. O is for options or opportunities, where you discuss and deci... (read more)
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e-learning course
Module preview
Each e-learning course uses Video Arts memorable video content and includes thought-provoking questions that ensure the user is learning and being challenged.
Bite-size modules allow individuals to go at their own pace as they work their way through the demonstrations, tutorials and video clips.
Each e-learning title includes:
- Pre-test to establish current knowledge and determine which modules the learner needs to complete
- Test results and summary notes at the end of each module
- Glossary of commonly used terms and key video clips
- Final knowledge check to test retention
- Full tracking and reporting capabilities
e-learning course contains:
- Trailer
- Pre-test
- Introduction
- What coaching is
- Identify the goals: set the targets
- Promote discovery
- Encourage: praise and criticism
- Treat as equals: admit mistakes
- Listen actively
- Follow up
- Summary
- Knowledge Check
We provide access to full tracking and reporting so you can keep up-to-date with the learner’s progress. All our courses are fully SCORM-compliant for use with learning management systems and virtual learning environments.
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