COACHING COURSE RPACY TOOL FOR MANAGERS

I MODULE  COACHING IN THE COMPANY'S BUSINESS REALITY

• The philosophy of a development-oriented coaching culture.
• Principles and goals of coaching.
• Benefits of coaching.
• Coaching as a tool for developing commitment and accountability to the outcome.
• Coaching in the context of the organization / company - as a process of developing employees in the reality of work.
• Coaching as a tool for working with generations entering the labor market.
• Supporting the coaching process in the organization.
• Psychological aspects of adult learning and development.

II MODULE  MANAGER COACH

• Coach's Attitude and Skills.
• The authority of the Coach.
• Building effective relationships in coaching.
• Creating a team atmosphere focused on results and development.
• The ability to ask questions, listen and provide developmental feedback as key competencies of a Manager-Coach.
• Consistently and consciously plan your coaching activities.
• Continuous development of one's coaching and management skills - as an important component of professional success.
• Coaching as a tool for exploring different perspectives on department and organizational development.

III MODULE  COACHING AS A PROCESS, COACHING MEETING

• In what situations to use coaching, and in what situations to use other tools for managing and directing employee development.
• Key conditions necessary for the use of coaching tools to be possible and effective.
• Creating an environment conducive to effective coaching.
• Stages of coaching.
• Coaching techniques: GROW, FISCH, EDICC.
• Defining and setting a goal as the foundation of coaching work.
• Powerful coaching questions at each stage of the coaching meeting.
• Coaching meeting - n a tool to use.
• Coaching tools to use in the process of delegation, monitoring and accountability.
• Planning appropriate and realistic coaching tasks.
• Conducting group coaching - tools.

IV MODULE  MANAGER'S WORK WITH INDIVIDUAL EMPLOYEES

• Involving employees in the process of their own development (coaching).
• Discovering resources (potential) in your employees.
• Between directive, instructional and supportive, or how to adapt methods to the level of competence and maturity of employees.
• Diagnosis (analysis of employee development needs)
• Monitor employee and team development.
• The role of beliefs and values in the development process and in the implementation of competencies - R model. Dilts.
• Develop an assertive, proactive (outgoing) attitude in employees based on coaching tools.

V MODULE  APPLICATION OF COACHING IN DIFFERENT AREAS OF BUSINESS WORK

• In the sales process, coaching on the road.
• Developing an employee's sales competence based on coaching tools.
• In manufacturing companies.
• In the office.
• At the call center.
• For those after internal promotion.
• Implement a coaching culture into the company / organization.

VI MODULE  WORKSHOPS

• Training - the experience of "being" a coach - workshop simulations.
• Build plans for individual coaching activities.