ILM Recognised training

We provide programmes to create a coaching culture in your organisation or enhance an existing coaching culture based on Sir John Whitmore's best-selling, time honoured, “Coaching for Performance” and Carol Wilson’s "Best Practice in Performance Coaching: A Handbook for Leaders, Coaches, HR Professionals and Organizations", drawing on her 25 years as a corporate MD and Board Director.

Our ILM Recognised Training Courses on the ‘Performance Coaching for Leadership’ programme:

• Coaching Skills for Leaders
• Executive Coach Training
• Tools of the Trade
• Coaching Supervision
• Train the Coach Trainer
• Clean Language & Emergent Knowledge

About the ILM

Performance Coaching for Leadership
ILM Endorsed and Development Programmes

The Institute of Leadership and Management is a government funded awarding body for general and specialist management qualifications. It is the leadership arm of City & Guilds, which awards NVQ qualifications and its awards are recognised nationally and internationally.

All of our courses are recognised by the ILM either as Endorsed or Development training.

The Endorsed pathway includes assessment. Successful participants become accredited and receive an ILM Endorsed Award Certificate. There is an additional registration charge of £99+VAT per candidate in addition to the course fees. Registered candidates are given access to the ILM’s on line Leadership Knowledge Base for 1 year from registration.

The Development pathway does not include formal assessment and all participants receive an ILM Development Certificate. There is an additional registration charge of £55+VAT per candidate in addition to the course fees. Registered candidates are given access to the ILM's on line Leadership Knowledge Base for 1 year from registration.

Candidates who do not wish to pay the additional fees for ILM awards may opt to receive a Performance Coach Training Ltd Diploma (if they pass accreditation) or Certificate of Completion (if they do not undertake or pass accreditation). There is no additional charge for these documents.

All of our ILM Recognised Training modules may be run either as ILM Endorsed programmes (with assessment & accreditation) or ILM Development programmes (without assessment & accreditation).

Style of Training

Our trainers do not present or lecture; instead they encourage participants to identify the skills, add any key points which have not been raised during the group discussions, and show a summary slide at the end of each module.

Right from the start, the time in the classroom follows the coaching principle of self directed learning. In this way, the group are constantly thinking for themselves and making the processes their own. Detailed theory is provided in the accompanying manual for reference after the course; the manual is not referred to in the classroom.

From our own experience in management, we know it is essential that every minute in the training room must be productive and deliver skills which are useful in the workplace; today's managers do not have time for woolly theories. We encourage managers to learn the skills, practise them until fluent, then integrate them into their own authentic leadership style.

Integrating the skills

One of the most common complaints companies have is that managers value a training course but do not use the skills when back in the workplace. This is because humans learn by making mistakes, and managers cannot normally afford to risk such mistakes in their own workplace.

To avoid this, all of our courses are run over at least 4-6 weeks. Even if the training lasts only for one day, a follow up conference call can be put in place a month later. During this final session, whether face to face or by telephone, participants can review how far they have come, raise any questions or challenges which have arisen and share experiences with each other, all of which increase their motivation.

During the period in between, participants are paired up to practise the skills with each other, on assignments where they coach people outside the course, and to read the manual. This provides participants with a 'safe place' to experiment, make mistakes and make the process their own. In this way they absorb the skills, are able to source the appropriate skill at any time, and to use the skills in their own authentic leadership style, rather than copying the style of the trainers.

The learning acquired during these assignments is at least as valuable as the training sessions themselves. In addition this system saves the company substantial costs as the learning is embedded without the necessity of paying for trainers and training room time, and those on the receiving end of the coaching practice are benefitting from the coaching approach.