Ran my final course for 2009 last week. As is now customary I post here the participants’ learning objectives with my final thoughts. Names have been cunningly disguised.
Luke Coaching within remote management
Coaching helps with managing remotely in two ways. Firstly by giving a structure to conduct conversations over the phone with an emphasis on taking action (Way Forward) and secondly by getting maximum value from any face to face meetings that you do manage to have.
Leia Coaching around resistance to change
People only resist change when they cannot see “What’s in it for me?” you can now use coaching to explore people’s reasons for resisting change and help them discover (become aware of) the benefits of changing for themselves (choose responsibility)
Han A refresher
I hope you left feeling refreshed! And with some wider and deeper insights into coaching
Ben Formalising prior learning and coaching without expertise
You need expertise to teach; but not to coach. As long as your people have the expertise, you can use coaching to help them use it to best effect.
Lando Coaching for support
Coaching is not in any way limited to a boss-subordinate relationship. As David’s PA I think you have a unique chance to coach at NCFE, free from some of the other issues that come with the line management relationship.
Artoo Coaching as part of line management
In the end it’s about managing resources (time, money, etc) and coaching people. I hope the light bulb is still burning brightly 😉
Darth Coaching to get the best ‘out’ of people
Coaching is about helping someone to get the best performance out of themselves – the potential for which was always there. Coaching is about supporting the release of that potential.
Our first coaching skills training programme for 2010 runs on 13-14 January at the Redworth Hall Hotel, Newton Aycliffe, UK. For more details Click Here.
