Coaching, Counseling & Mentoring: Effective Leadership & Talent Development

Course Objectives

By the end of this executive coaching program, participants will be able to:

• Coaching and equipping are two of the most important acts of leadership.
• Recognize that to get things done cost-effectively, they must 'grow' people to their full potential.
• Offer beneficial coaching or suggestions on how to improve.
• Help others grow and develop (e.g., create and monitor development plans; identify training and development).
• Provide constructive feedback (specific, timely, accurate).
• Understanding staff's specific strengths and development needs helps identify developmental priorities.
• Support and encourage others when they make mistakes or take developmental risks.
• Influence themselves and others to create productive behaviors that lead to optimal personal impact.
• Optimize their organization's personal productivity and personal enjoyment.
• Promote enhanced job productivity, job satisfaction, and pride.
• Decide actions to apply the learning to their workplace.
• Equip others with peak performance skills and develop pro-action plans.

Course Content

Strategic Equipping For Leadership

• How to change manager's roles?
• Defining real leadership.
• Equipping leaders for excellence.
• Pursuing excellence.
• Developing key management competencies.
• Methods to unleash staff potential.
• The manager's role in facilitating change.
• Achieving peak performance.
• Understanding activators, behaviors, and consequences.
• The benefits of strategic equipment for the organization, managers, and performers.

The Manager as a Coach and Mentor

• What is coaching?
• Why is coaching so important?
• Making the transition from manager to coach.
• Qualities and attributes of a good Coach.
• Develop the coaching model.
• What does coaching achieve?
• Deciding when and how to coach.
• Select the appropriate coaching style.
• Arranging a coaching session.
• Use the "GROW" model.
• Measuring and observing performance.
• How to appraise a person's performance?
• The link with feedback motivation.

 The Coaching / Motivation Process and Skills

• Influencing the readiness to change.
• The importance of handling change.
• Gaining a person's commitment to change.
• Raising their effectiveness through questioning.
• Motivation as a lever.
• Setting action-oriented performance goals.
• End goals, performance goals, and process goals.
• Working your goal-setting strategy.
• Developing efficient time management.
• Learn to prioritize your time.
• The importance of essential Listening skills.
• Developing the cycle for continuous improvement.

 Applying Coaching and Counseling in Leadership

• Understanding the performer's mindset.
• Coaching the subconscious for better performance.
• Identifying areas for improvement.
• Overcoming barriers to progress.
• The principle of replacement in coaching.
• Encouraging the proper performance attitude.
• Making attitude adjustments.
• Focusing on empowering improvements.
• Leading by example.
• Fostering appreciation internally and externally.
• The Coach's role in facilitating success.

Coaching Towards Decisive Action

• Embracing coaching as a life approach.
• Self-coaching for personal aims and discipline.
• Enhancing decision-making abilities.
• Steps to effective decision-making.
• Adopting a proactive leadership stance.
• Understanding and implementing the circle of control.
• Proactively managing interpersonal relationships.
• Persisting in optimal performance.
• Applying learned skills at various organizational levels.
• Qualities of a successful corporate executive.