Performance Coach Training

Performance Coach Training for Leadership

A joint venture with Sir John Whitmore's Performance Consultants International

ASSOCIATION FOR COACHING
PARTY IN THE PARK
20 September 2008
Details here

Course Curricula

 

Aims and objectives

We provide in-house programmes based on Sir John Whitmore's best-selling, time honoured, “Coaching for Performance” and Carol Wilson’s “Best Practice in Performance Coaching”.

Performance Coach Training programmes run at 4 levels:

All our courses focus on integrating coaching skills into an executive’s day to day management style and bring the following benefits:

    • To provide managers with executive coaching skills and tools
    • To enhance your executives’ self awareness and enable them to tap into their innate resources and full potential as leaders
    • To increase managers’ efficiency and time organisation by improving delegation skills
    • To improve feedback skills
    • To improve team coaching and cohesion

Curricula of the courses

Certificate in Coaching Skills for Leaders

Foundation coaching skills:

    • How coaching is a mindset, more than just a set a tools; process driven rather than knowledge based.
    • Listening
    • Questioning
    • Clarifying, reflecting, intuiting, permission
    • Using coaching skills with teams

Coaching models:

    • GROW coaching framework
    • EXACT goal setting

Feedback:

    • When to give feedback
    • How to give feedback
    • Coaching feedback

 

Diploma in Performance Coaching

Coaching structure:

    • Structure of a session
    • Structure of a coaching series

Ethics:

    • Confidentiality
    • Moral beliefs
    • Boundaries
    • Attitudes & values
    • Conflict of interest

Best practice in the workplace:

    • Maintaining participation & democracy
    • Conflict of interest
    • Confidentiality
    • Delegating
    • Support needs

Self discovery

    • Identifying own strengths and weaknesses

Practice in the workplace

    • Coaching assignments with course partners and staff

Coaching tools:

    • Worksheets for coach and coachee
    • Awareness of other models useful in coaching

Assessment and accreditation

See section below

Structure

2 days of training, 1 month apart
Practice assignments in between training days

Entry requirements:

Completion of Coaching Skills for Leaders certification course

 

Master Diploma in Performance Coach Train the Trainer

Background to coaching:

EQ
Sports coaching
Psychology

Repertoire and deepening the experience

To be decided with you, possible choices include:
Transpersonal coaching
Clean Coaching (David Grove’s Clean Language & metaphor)
Executive coaching tools
An introduction to Transactional Analysis, Change Curve etc
Team coaching
Perceptions, paradigms and limiting beliefs
Non Violent Communication
Spatial goal setting
Leadership archetypes & authentic leadership

Mentoring other coaches

    • Purpose
    • Style
    • Regularity

The keys to effective training

    • Interactive
    • Group coaching
    • Validation
    • Self discovery

The ten types of training

    • Warm up
    • Presenting, story telling + interactive discussion
    • Brainstorm with a flipchart
    • Debrief
    • Breakout discussions
    • Trainer demo 1 with several participants
    • Trainer demo 2 with one participant
    • Participants co-coaching in pairs or trios
    • Practice between sessions
    • Reading

Assessment & Accreditation

    • Deliver 20 minutes of training choosing a module from the Level 1 course
    • Delivered to a group of new participants during a Level 2 training day
    • For other elements see Accreditation section below

Entry requirements:

Completion of Certificate and Diploma

 

Accreditation for internal executive coaches

The criteria are devised with each organisation bearing in mind what it is the organisation most needs to know about what its coaches can do. Components can include:

    • Oral assessment (coaching a coachee for 20 minutes observed by a PCT assessor)
    • Verbal and or written feedback on the oral assessment
    • Evidence of receiving regular coach mentoring/supervision
    • Log of having delivered x hours of coaching to a coachee in the workplace and/or to a fellow trainee from the participant’s course
    • Log of having received x hours of coaching from an accredited coach or a fellow trainee from the participant’s course
    • Written case history showing issue, techniques and result with particular emphasis on quantitive and qualitative benefits to the organisation.
    • Written summary of books from set reading list

Our training style

    • Experiential
    • Skills are modeled by the lead trainer (a qualified and experienced executive coach), then practised in pairs, trios or groups, supported by discussion and mentoring, so that participants discover the benefits for themselves and make the process relevant to their own work.
    • Self directed learning
    • Group coaching

Supporting materials

A choice of:

    • Printout of PowerPoints to be handed out after each training day
      Printout of materials needed during training (eg question sheet)
      In depth manual to refer to when using the techniques in the workplace after the training is over (10-40 pages per course)
      Reduced prices on bulk orders of books by Sir John Whitmore and Carol Wilson

Optional additional components

    • One off presentations/seminars by, for example, Sir John Whitmore, Carol Wilson
    • Occasional mentoring calls for Coach Trainers
    • Refresher seminars
    • Mentoring conference calls led by a PCT Lead Trainer where participants can:
      • Share their experiences
      • Raise issues and challenges
      • Be validated for what they have achieved
      • Recognise how far they have come