For active coaches
(duration 2 days; indoor)
2 follow up webinars
Presenting the format and the facilitator. The myths about coaching and managing people.
Short group game for setting up work pace, self-presentation of the participants with the aim of engagement, thus making everyone feel valuable as a participant.
Understanding yourself and interpersonal relationships. How to be better understood by the business.
Individual work with a questionnaire that aims to determine how many of the skills necessary for coaching does each participant have developed. (“Knowing yourself – some important qualities of being a coach”).
Group work 3600 feedback– working with the questionnaire in order to define the personal skills that each participant has and what would he/she define as a goal for development for the duration of the training.
Introduction to the key terms. Definitions. Why should we distinguish coaching from consulting and other forms of work with teams and the people in them?
Definition of the various kinds of coaching and the various situations – what kind of coaching do they require.
• Work in small groups.
• Presentation of the theoretical background.
The concept of the one minute manager by Ken Blanchard (One Minute Manager Ken Blanchard).
Dynamic role-playing game in pairs for illustration of the concept.
Styles and effectiveness of the different styles of leadership.
• Pace setter
Questions and answers from the previous day and notes on the difficulties of doing the individual tasks. Guidance. Analyses.
Short group game for starting the day.
Understanding yourself and interpersonal relations.
• Individual work with a questionnaire that determines the social style according to the DISC model
• With which social style it is easier/more difficult to work?
(Reference to module 1 from the beginning of the day in addition to further developing in detail and providing practical guidance)
Listening skills – Listening model: the four Rs of effective listening. Analyses. Guidelines.
dialogues – short film.
Providing feedback- short dynamic dialogues for creating an impression in each participant what coaching actually is and how it should be applied appropriately.
Defining goals; Observation; Empathy; Intuition; Reflection on whether the goal has been achieved;
Questions and answers for the end of the day; setting individual tasks for practice and self-preparation;