Comprehensive course analysis
- What do past participants have to say about the course?
- How many participants were promoted within three years after graduation?
- How did this course affect participants' professional trajectories?
- How many participants got their salary increased within two years after completing the program?
- What do past participants have to say about the course?
Who should attend
This program benefits managers and directors, vice-presidents, human resource professionals and project leaders who want to develop the full potential of their staff. Participants have included directors and managers of business units; project leaders and group managers; human resources managers and trainers; public sector department leaders; office and team managers; operations, quality and manufacturing managers; employee development and team specialists; and sales and customer service managers.
About the course
Your learning process begins at registration in our coaching skills training courses. You’ll receive two powerful instruments before the first class and use these to discover your coaching style, abilities and vulnerabilities.
Use this information during your in-class training to address real-time challenges instead of hypothetical case studies.
You’ll learn to leverage your leadership strengths and neutralize your weaknesses to become an outstanding coach and mentor. Determine how to create a working contract with each employee that builds commitment to SMART objectives and drives home the message that what each employee does is meaningful and important. Benefit from discussions on key ethical and organizational issues, and take advantage of the instruments provided to define opportunities for personal and employee development.
With ongoing changes in the demands and needs of employees, managers require the skills to coach with a focus on both the ongoing roles of staff as well as broader development needs considering the employee’s purpose and career aspirations. Specifically, how to help the employee achieve the career they desire by guiding the employee’s ongoing professional development.
Coaching Your Employees for Higher Performance
Background to Coaching in Business and Public Sector Environments
- The need for learning in organizations
- The place and function of coaching in a learning organization
- Styles of coaching and effectiveness
- The “two-bucket” theory of motivation
Fundamentals of Coaching for Higher Employee Performance
- Characteristics of a great corporate coach
- Three cups of tea: the process that builds trust and relationships
- The impact of your employee’s expectations on performance
- Establishing goals, objectives and standards; the clarity of expectations
- Tracking performance: activity reports
- Using measurement to motivate and hold employees accountable
- Recognition and rewards: dangers and opportunities
- Critical feedback: 10 steps for an effective process
Mentoring High Potentials
Mentoring Direct Reports and Other High Potentials
- Formal and informal mentoring
- Issues around mismatches
- Essentials of successful programs
- Three mentoring strategies: when and how to use each
- Techniques to increase ownership and accountability
The Mentoring Meeting Process: Getting Started on the Right Foot
- Creating a “contract” – confidentiality, boundaries, logistics
- Establishing a trusting and productive relationship
- The four critical meeting phases and what happens in each
- Clarifying your role
- Creating a workable performance plan
- Documenting and evaluation processes
- Techniques of advising: three powerful strategies to build interest, commitment and ownership
Self Evaluation to Establish Your Coaching Style and Preference
- The ‘ideal” coach and mentor
- Identification of personality and leadership gaps
- Planning for improvement: practice of coaching skills in DYADS
- Process evaluation
- Using the Life Styles Inventory to evaluate your coaching style
Creating Personal Development Plans
- Training and development philosophy
- Maximizing training dollars
- Steps to creating a development plan
- Ten alternative opportunities for learning
- Matching learning styles and learning opportunities
- The importance of follow-up
- Designing a development plan from a 360º LSI feedback
- Setting up teams of self-directed learners
- Getting the team to take ownership for learning
Advanced Coaching Techniques
Coaching High Potentials
- Coach and be coached using the GROW tool
- Debrief the coaching situation from both perspectives
- Discuss future usage of this tool back at work on Monday
Advanced Coaching Approaches
- Organizational needs and employee needs
- Using coaching interventions to manage performance and change
- Specific tools and skills for effective coaching
- Further applications for coaching and mentoring
- Coaching challenges
Career Coaching: Understanding Motivators for Work and Career
- How to examine motivators for career choices
- Understanding how to apply motivators to new career ideas
- Working with others in a career coaching process: internal and external applications and conversations
Guiding Others Through Career Choices
- Developing a Career Vision
Practical Outcomes for Career Coaching
- Specific, low-cost developmental ideas for employees
- Explore coaching scenarios
Team Performance Development – Final Planning for Implementation
Team Performance Coaching
- The importance of measurement; modern vs. traditional systems
- Using a Balanced Scorecard for team and individual performance management
- Transferring ownership for performance to the individual or team
- Goal-setting and benchmarking team KPIs
- Recognizing performance improvement
- Solution focused coaching
- Creating a personal vision
- Using force field analysis to create action plans
- Applying your learning and coaching methods back at the office
Biography Cy Charney is one of the Schulich School of Business, York University’s top instructors. As a leading Canadian thought leader in the area of organizational performance, Cy has developed a variety of unique interventions to help organizations in both the private and public sector become ...
Linda Irvine has more than 30 years of leadership and education experience having occupied strategic management, education and executive health portfolios while working with a variety of organizations, governments, hospitals and universities.
Michel brings more than 20 years of business experience in training and development, real estate, insurance, investments and entrepreneurship to her role as educator. She is a confident, engaging speaker and a master collaborator who delivers results both in education and in business. She special...
Videos and materials
Because of COVID-19, many providers are cancelling or postponing in-person programs or providing online participation options.
We are happy to help you find a suitable online alternative.