Managers are expected to coach workers every day       "Nearly nine out 10 firms expect their managers to deliver coaching as part of their day-to-day         work, according to a new survey by the Institute of Personnel and Development.        The vast majority of employers believe coaching can deliver tangible benefits to both individuals        and organisations, said the Institute. The majority of employers planned to increase the use of        coaching over the next few years, it added. The research also found that coaching provided by a        manager or supervisor is becoming increasingly popular as the value of sustainable on the job        learning is recognised in the workplace. However, research also suggests that if coaching is to        deliver these significant benefits, employers need to ensure that their line managers are provided        with up-to-date Manager-as-Coach training to be able to deliver the results."            -Training & Development. -. Management Issues News Who are the Course Participants? - Managers or Leaders or other individuals who are interested in developing coaching skills to use in their specific profession. This course is suitable for both: 1) an organization's Managers and Leaders and,                                               2) Service Providers eg; Real Estate Agents, CPA's, Financial Advisors and other professionals. The later group use the learnt knowledge and skills to provide coaching as a part their traditional services eg; as a trusted specialist advisor they coach/ guide their clients through strategic planning and related personal management issues. Course Description: No matter how much we “thrive on chaos” and jump “into the vortex,” new habits/learning/behavior take time to develop. Every person changes at their own rate and we can't speed that up. The world around us is changing faster than ever, but people are not. Clearly, we are in need of an adaptive, personalized change and growth tool to empower our Managers/Leaders to deliver ongoing, real, sustainable results to build individual/professional and corporate futures upon. The Manager / Leader as Coach plays a critical role for organizational development and improved business results - whether the focus is reducing unwanted turnover, inducting new employees or those transitioning to leadership roles, providing access and skill enhancement to targeted groups, or accelerating the development of the best and brightest. And while coaching may occur spontaneously with positive results, its benefits are too important to be left to chance. A well-defined process, support structure, and validated techniques and tools are required to ensure reliability, sustainability, and broad-based impact. A manager or leader or professional coach is expected to get the very best from the people they work with. And, much of that success will depend on their ability to help people develop the skills needed to improve performance levels. But coaching performance is more than skill enhancement – it is targeting growth paths, motivating, addressing behavior challenges – all with end goal of shaping and fine tuning individual or group performance to help the organizations realize its strategic objectives. Most Managers/Leaders/Supervisors/Team Leaders believe they are providing performance oriented coaching by simply providing positional technical skills training and feedback.  Many recent studies have shown that “Technical Skills” (our natural skills and learnt skills through training and experience) only represent at best 20% of the input into our performance. The remaining 80% which affects our performance comes from our "Personal Skills" (those crucial other elements such as our thinking and our behavioral aspects -such as: Ability to choose or make a decision, Assertiveness, Authenticity, Commitment to grow, Concentration, Emotional stability, Enthusiasm, Judgment, Energy level, Resourcefulness, Honesty, Integrity, Open-mindedness, Optimism, Persistence, Performing well under stress, Reliability, Self-confidence, Self-control, Self-reliance, Self-respect, Initiative or drive etc). Few Managers/Leaders understand just how deep rooted their own behavior patterns are, let alone how to positively change them in other people. Peak performance coaching tools and techniques. To create lasting performance change it is necessary to first understand the positive and negative influence that a person's Personal Skills has on the execution of their Technical Skills. Only when we fully understand a person's behavioral patterns and create positive self-managing coaching strategies can we assist a person to create lasting performance change. Coaching for sustainable learning acquisition and behavioral change (versus old forms of traditional coaching) -is a vital function through which executives and managers learn how to "lead" their people to outstanding productivity, morale, commitment, creativity and teamwork. Some other results include: lowered destructive conflicts and a higher constructive challenge, more productive inclusive outcomes; increased openness and greater levels of creativity, problem-solving and intellectual curiosity.   In this workshop, participants learn the latest and best practices for building, developing coaching initiatives that deliver long-term, maximum results for both individuals and organizations.

Manager as Coach / Leader as Coach:
     - Course Objectives   

-Integrating Coaching Skills into a Leadership Role

Transformational leadership requires new ways of communicating with those you work with. Coaching skills are essential. This workshop is for any leader or manager who wishes to incorporate coaching skills into their existing leadership roles.

Who Should Attend?
Leaders who desire to empower, equip, encourage, and support others.

• Team leaders
• Field directors
• Area directors
• Regional leaders etc

Participant's (Managers / Leaders) are shown how to:

Content: 
                 -Some Example Modules...

                 : Coaching  - its core elements (6W’s)

                 : What coaching is not

                 : Coaching Education - What to tell your staff

                 : Coaching Skills Checklist

                 : Coaching and Managing  -Recognizing your strengths as a Manager

                 : Informal Coaching – a model and when to use it

                 : The Managers Toolkit of Techniques -and how to use

                 : Exercises –Coaching Skills Practice etc

                 : The Critical Qualities of a Successful Manager Coach

                 : How the Manager can employ Behavioral Coaching

                 : The Managers Toolkit of Behavioral Coaching Models and Sub-Models

                 : Coaching for everyone?

                 : Who to Coach – Contractual Coaching

                 : The Assessment Toolkit

                 : Feedback Structure and Guidelines

                 : Coaching Dialogue -that works

                 : Goals and Action Planning Maps

                 : First (and Second) Coaching Sessions -the structure and content

                 : Ongoing Coaching Sessions  (A Cycle)

                       : How to work with Self-Limiting Beliefs -within a short timeframe

                 : How to work with Emotions

                 : More Exercises -eg: Observation Exercise –Coaching Skills

                       : The Last Sessions

                 : How to Evaluate Coaching

                 : Latest Team Coaching Strategies

                 : Dealing with any Barriers to Coaching

                 : How to determine Commitment Levels -and manage

                 : Strategies dealing with Coachee Reluctance etc..

                       : The Critical Maintenance Measures to construct -beyond the workshop
                       : Relevant Case Studies and lots more....

 

-Licensing by External Providers  -Some Financial Case Studies:

1) M.K (a coach in private/solo practice) 
-provides the 'Manager/Leader as Coach' Course to an increasingly active client base of only 4 medium sized businesses in the manufacturing sector. These businesses became her clients through the successful marketing of the 'Course'. The below figures exclude the additional earnings from flow-on coaching services.
  Yearly Gross Revenue:
  Ist Year -$38,500.  2nd Year -$74,350.  3rd Year -$112,600

2) JW shares a practice with one other partner. 
-With the Manager and Leader as Coach Course JW obtained a large private Hospital Group as a new client. The Hospital Group had a long history of poor employee satisfaction ratings and ongoing employee issues. With two of her staff JW conducts the Manager as Coach Program for all of the Group's managers and leaders. To help drive the coaching culture throughout the organization, the first group that completed the course included the entire executive staff and key department heads.

In less than eighteen months since establishing the coaching/education program the results are impressive: staff rating of their Managers has improved by 24%; there has been a 28% reduction in management turnover and resultant new hires associated costs; patient satisfaction ratings rose by 12% and there has been a 35% reduction in the number of employee complaints and issues. In particular, the program has improved the standard and performance of the leadership and management personnel and helped unite and provide focus to a very diverse workforce. The positive effects of coaching have clearly made a difference throughout all levels and within all the departments of the Group.
 
By February 2005, nearly 348 managers and leaders have completed the ongoing Manager as Coach Course  -returning the partners an income of over $175,000.

3) BC Consulting  (with 2 licensed consultants/users)
- delivers the 'Certified Professional Coach' Course to a new and existing client base as an additional educational service.
  Yearly Gross Revenue:
  1st Year -$135,000.  2nd Year -$210,000

Through the many licensed graduates work with their clients around the world --the enormous value of the above Courses has been validated time and time again. The result: 
a) For external providers -an invaluable first-level service to obtain new clients and a powerful income-generator.
b) For In-House Users/Organizations - a core management/leadership development program that generates substantial, measurable bottom-line and strategic benefits across the organization.

 

License Checklist:
1. Attribution
The licensee must include attribution to Dr Skiffington, Perry Zeus and BCI as the source and owner of all copyrighted materials/program/trademarks.  Example: "Copyright (year) by Behavioral Coaching Institute. All rights reserved."

2. Modification
You may adapt and add supplementary materials to fit the needs of your market/users without permission.