Introduction

This course equips leaders and managers with practical coaching skills to develop people, improve performance, and strengthen engagement—using clear coaching conversations, powerful questions, and consistent follow-through.

Course Objectives

By the end of this course, participants will be able to:

• Understand the difference between coaching, managing, and mentoring
• Use a simple coaching structure for day-to-day leadership conversations
• Ask powerful questions and listen to unlock ownership and solutions
• Coach performance, accountability, and behavior change respectfully
• Build coaching habits that sustain growth and results

Target Audience

This course is designed for:

• Managers and senior leaders
• Team leaders, supervisors, and project leads
• HR/OD professionals supporting leadership development

Course Outline

Day 1: Coaching Mindset and Core Skills

• What coaching is (and what it is not)
• Manager-as-coach: when to coach vs direct
• Core skills: listening, curiosity, empathy, clarity
• Activity: Self-assessment of your current coaching style

Day 2: Coaching Conversation Structure

• A simple model (e.g., GROW): goal, reality, options, way forward
• Contracting the conversation: purpose, time, outcomes
• Turning vague issues into clear coaching goals
• Exercise: Practice a 10-minute coaching conversation using a template

Day 3: Powerful Questions and Deep Listening

• Question types: open, probing, clarifying, reflective
• Listening for facts, emotions, patterns, and assumptions
• Building confidence and ownership through language
• Workshop: Question practice using real workplace scenarios

Day 4: Coaching Performance and Accountability

• Coaching for results: commitments, measures, and follow-up
• Feedback tools: SBI/STAR, feedforward, and check-ins
• Handling resistance, excuses, and difficult emotions
• Case practice: Coach an underperformance scenario and agree actions

Day 5: Coaching for Growth and Sustainable Habits

• Coaching development: strengths, stretch goals, career growth
• Embedding coaching routines: 1:1s, team check-ins, retrospectives
• Measuring impact: progress, engagement, and performance indicators
• Action planning: personal coaching plan for the next 30–60–90 days