High performance coaching – enhancing your existing coaching skills

 

Overview

This uniquely practical programme has been designed to enhance your coaching skills. It is an intermediate level, rather than an introductory, programme.

The programme is divided into three segments. Day One will enable you to gauge your current skills-set in coaching capability, be introduced to the models and tools that will assist you, watch videos and clips of coaching sessions, undertake case studies and identify and plan your personal learning journey.

Between Days One and Two, you will be practising your coaching skills, helping others to get where they want to be with your intervention, receiving feedback on your effectiveness and completing coaching record sheets.

On Day Two, approximately a month later, you will share your experiences, positive and developmental, and be introduced to further tools and provide feedback to your peers after more practical sessions.

Throughout the workshop you will practise your new coaching techniques with your peers to attain instant feedback, enabling you to progress quickly, so you can return to work feeling ready and able to put what you have learnt into immediate effect.

Training objectives

The aim of Day One is to help you:
  • Understand the importance of a clear agreement on the nature of the coaching relationship, the respective responsibility and the desired outcome
  • Become familiar with how to structure a coaching session and the benefits a process brings
  • Build your confidence in initiating and owning a coaching session
  • Gain a greater understanding of why people do the things they do and how their values and beliefs help or hinder
  • Experience a coaching session as a coach and as a coachee
  • Take a first step towards achieving a personal goal
  • Agree the coaching ‘contract’
Between the two workshops (held one month apart) you will:
  • Identify and coach up to 3 individuals
  • Agree success factors
  • Complete a coaching record form
  • Receive feedback from the individuals in the form of a coachee record form
  • Use your skills based around the GROW model
  • Record your learning
The aim of Day Two is to help you:
  • Increase awareness of your coaching skills
  • Build further capability to listen, observe and interpret different forms of communication
  • Recognise that good listening supplies the building blocks to good understanding
  • Understand the importance of congruency when coaching
  • Add further coaching tools to your toolbox
  • Becoming familiar with the variety of sessions the coach may need to generate at any given moment

Audience

This programme is ideal for:
  • People who either line or project-manage staff or who need to maximise effective working relationships
  • People who have already had some training in, or awareness of, coaching skills

Format

This two-day course (with the days separated by a month) is based upon a series of short theory and good practice facilitator-led sessions followed up by personal practice. Group discussions are frequently used to identify personal experiences of good and bad coaching experiences. Expert trainer feedback enables participants to develop workable personal action plans for improved confidence and performance.

The course is designed for groups of up to 12.

Special feature

Before attending Day One, participants must come prepared with two goals they wish to achieve. One is to be a skill they would like to improve, and the other a personal goal, focusing on their aspirations.

The expert trainer

Cyrus Cooper (Managing Director of Maximum Performance) is an exceptional trainer, facilitator and coach. He specialises in helping managers to focus on their role and responsibilities with the aim of getting great results with the people they manage. He has helped organisations in both the public and private sectors to increase their performance through a range of interventions covering leadership challenges, motivational management and corporate and executive 1:1 coaching. Formerly an internal learning and development consultant to the Ministry of Justice, his achievements there ranged from a major business process re-engineering (BPR) project to designing performance management systems and competency frameworks for over 12,000 staff and creating a range of management programmes for middle / senior civil servants that are still being run to this day.

Cyrus is passionate about coaching as well as training, and has recently developed an organisational-wide coaching programme for the Big Lottery Fund. He currently works with Thomson Reuters graduates on a global graduate scheme, delivering a week of self-discovery, supported by the FACET5 profiling tool. His other current / recent clients include the BBC, 3M, Accenture, Inter Hannover, Legoland, Merlin Entertainments, Mouchel, Phytopharm, Office of the Public Guardian, The Gap Partnership, Central Bedfordshire Council, Finsbury Foods, Lancashire Group, RED Consulting, Gala Coral, De Lage Landen, the Methodist Church, Shaw Trust and the Housing Solutions Group, to name but a few. Whether delivering a one-off workshop or designing an innovative management development programme, Cyrus delivers with understanding, enthusiasm and passion, and truly believes that learning is about creation, not consumption.

Cyrus’s academic and professional qualifications include a Masters Degree in Management Practice, MBTI accredited, SDI accredited, Facet5 accredited, DiSC accredited, Diploma in Executive and Corporate Coaching, Diploma in Business Coaching, Diploma in Business Excellence (EFQM), NVQ Assessor, etc. Cyrus is enthusiastic and practical in his approach, with tools and methodologies explained clearly. His strong facilitation skills and focus on his audience create a powerful learning experience and the response from individual participants is invariably appreciative, as the following comments show:

‘I have had the pleasure of working with Maximum Performance (and Cyrus Cooper in particular) to deliver a coaching programme across the Big Lottery Fund. We co-constructed and piloted the programme to skill managers in the basics of coaching and create a programme of development for Senior Leaders to also build their coaching skills. What Cyrus delivered was a programme that impacted on us with a huge amount of insight, interest and invigoration around coaching as a key skill in our leaders, managers and talent programme participants. We are about to launch our own internal coaching network that will continue and spread the great work Cyrus did for us.’ Perry Timms, Head of Talent & Organisational Development, BIG Lottery Fund

‘Cyrus was fab – as usual.’ ‘Building a Customer Mentality’ course participant, Inter-Hannover

‘Maximum Performance were engaged by Thomson Reuters to redesign our technology graduate development centre (the integral piece of the graduates’ two year training programme). Throughout the programme redesign, I found Maximum Performance to be extremely responsive, creative in their approach and also dedicated to building a bespoke solution for Thomson Reuters. The feedback from stakeholders and delegates has been very positive on the content delivered , the facilitator’s training style and Maximum Performance’s ability to hit the ground running, intimately understanding our needs.’ Khalil Ayub, Technology Graduate Scheme Manager, Thomson Reuters

‘This session was exceptionally brilliant. The trainer drew me out of my shell.’ Graduate Development Workshop participant, Mouchel

‘We used Maximum Performance to design and deliver leadership skills for our people managers at LEGOLAND Windsor. We were pleased with the structured approach which provided a parallel process to our Team Leader training activities. Maximum Performance also helped incorporate some new training techniques we wanted to try such as Forum Theatre. Overall this part of the session was fun and energetic. It provided a powerful and memorable alternative to role play with excellent feedback from our managers.’ Head of Learning & Development, Legoland

Course outline

DAY ONE
  1. Welcome and introduction 
    • Participants are welcomed to the programme and invited to share their personal objectives and people challenges
    • Know your level of coaching competence
    • Why coaching? The benefits a coaching style can bring – but not in every situation!
    • What is ‘interference’?
  2. Coaching skills
    • The question toolbox – knowing different types of questions to get different types of responses
    • The GROW model of coaching
    • Practising each stage of the GROW model in small groups
    • The concept of ‘positive intention’
    • Well formed outcomes
  3. The coaching environment and conversation
    • Setting the scene
    • Building rapport
    • Active listening
  4. Practice sessions
    • Participants will be given the opportunity to practice their coaching skills by being both a coach and a coachee, using their real-life scenarios. Feedback is given along with action points to develop skills further.
  5. Further skills and tools
    • The power of beliefs
    • The comfort zone
    • The coaching wheel
    • Preparing to coach others
    • Templates and tools to assist you
Between the two workshops (held one month apart) you will:
  • Identify and coach up to 3 individuals
  • Agree success factors
  • Complete a coaching record form
  • Receive feedback from the individuals in the form of a coachee record form
  • Use your skills based around the GROW model
  • Record your learning
  DAY TWO
  1. Welcome back!
    • Participants are welcomed back after one month
    • In small groups, share coaching experiences and feedback from their coachees
  2. Developing your coaching skills
    • Speed coaching – short scenarios are given out to provide another opportunity to sharpen coaching skills
    • Self-assess how you performed as a coach
  3. Additional exercises to use when coaching
    • Searching for exceptions
    • Who am I?
    • The rating scale
    • Let go!
    • The DREAM model
  4. Further practical tools
    • Self-assessment of limiting beliefs
    • Coaching someone with a limiting belief
    • The role shift
    • Reframing

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