Training Programmes

Coaching for Performance - the Manager as Coach

Demand for change in organisations has never been greater in order to survive the buffeting winds of the current business environment.

A culture change towards a high performance culture is essential if businesses are to succeed and produce long-term sustainable optimum performance

One of the best means of obtaining optimum performance of people in an organisation is to adopt a coaching management style. Coaching will unlock a person's potential in order to maximise their performance - coaching helps them to learn rather than teaching them. Coaching builds self-esteem by empowering employees to make choices and express their potential.

This is a major step change away from traditional management style of command and control.

Coaching is an essential management skill to drive for a high performance culture.

How Catherine Dudmesh Coaching can Help

Catherine Dudmesh Coaching specialises in developing coaching skills within organisations. We would design a programme to integrate coaching into the culture of the organisation, including training courses at advanced and introductory levels, coaching workshops and include the practical hands on application of the skills learned.

I draw on my experience as a coach to ensure the programme is practical - I practise what I preach, so I know the tools and techniques that are effective and workable. I also use my coaching skills to generate a learning environment in the classroom and generate continuing self development following the course.

All programmes are tailor-made to the particular needs and style of each client organisation in order to focus on the key business issues and challenges. Training courses can for example be run as a one or two day course, or a series of short modules spread over several weeks.

A typical course covers:

• The definition of coaching
• The coaching relationship and the role and attributes of the coach
• The key concepts of coaching - awareness, responsibility, trust and choice
• Different coaching styles to use for different levels and styles of learning
• Effective questioning and active listening - the key coaching skills
• Setting compelling goals and well formed outcomes
• Developing clarity around the current situation
• Establishing the options to move towards the goal
• Establishing commitment and responsibility to take action
• Overcoming obstacles and barriers to performance improvement, generating inner motivation
• Creating self feedback and self assessment to facilitate change in behaviour
• Coaching under time pressure
• The practicalities of a coaching session

Follow up is critical to ensure these news skills are embedded into an organisation and becomes second nature. It is all too easy to return to your desk after a training course and return to old modes of behaviour and when under pressure, we fall back into our comfort zones. So I recommend a practical follow up programme that could include:

• one to one coaching to develop action plans and review individual performance, issues and challenges
• coaching workshops with internal coaches to discuss best practice and review progress
• supervised coaching sessions

To find out more about how coaching could help both personally and professionally, just get in touch.