THIS COURSE INCLUDES:
22 BITE-SIZED VIDEOS WITH ACTIONABLE LEARNING TAKEAWAYS
ACCESS ON MOBILE, TABLET & WEB
DOWNLOADABLE RESOURCES
PROFESSIONALLY FILMED AND SCRIPTED VIDEOS
CONTENT DELIVERED BY OUR EXPERT INSTRUCTORS
Course content
The Four Principles of Coaching
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Trust
Without Trust, any attempt to coach a colleague will be fruitless and helping them to take the risks needed to reach their full potential will be close to impossible.
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Potential
Coaching must be based on the assumption that every person has the Potential to grow and become something greater.
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Commitment
A person's motivation to achieve long-term goals only stays strong when they have a firm internal Commitment to that particular outcome.
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Execution
The job of the coach is to neither pull nor push his or her colleague in a predetermined direction, but instead to allow them to find their own journey.
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Whats the Mission? Part 1
Your number one goal should be to challenge your colleagues to chase their fulfillment and fully express their true selves.
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Whats the Mission? Part 2
When coaching, it's important to establish what your colleague's 'big picture' is in terms of their highest goals.
Key Skills
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The Importance of Listening
It’s impossible to coach, mentor or lead others successfully without mastering the art of genuinely listening, which can be harder than it sounds.
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What is Guided Discovery?
Guided Discovery is when a coach sets the framework or agenda, but allows the colleague to discover the answer for themselves.
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Choosing Congruency
Vocal and physical congruency of what you say and do are paramount to building trust and rapport with others.
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Mirror and Adapt
When people are in total rapport, they mirror each other non-verbally through something called Limbic Synchrony.
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Tap into Your Curiosity
The more you actively enjoy being curious, the more natural and gratifying the coaching or mentoring experience will be for you.
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Three Coaching Questions
This film focuses on three big coaching questions that the aspiring coach will find very helpful.
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Trust Your Intuition
When coaching you will sometimes have hunches about a situation. This video looks at how to handle your hunches.
FACTS
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Face up to the Facts
FACTS is an acronym for an alternative approach to coaching that in some circumstances may be more effective than traditional methods.
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Feedback
In the FACTS model the F is about the important subject of providing your colleague with Feedback to assist them in their coaching.
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Accountable
In the FACTS model, the letter A stands for Accountable in reference to holding your colleague accountable for the commitments they make.
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Courageous
In the FACTS model, C stands for Courageous since the pursuit of big goals often involves courage.
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Tension
In the FACTS model the T stands for Tension since the model suggests that Tension is required in coaching to achieve optimal performance.
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System Thinking
In the FACTS model the S stands for System thinking, since a coach's job is to raise the colleague's awareness of the System they work in as a whole.
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The Coaching Group
The more you’re able to exchange tips, thoughts and experiences with your fellow delegates, the more your entire organisation can grow and develop.
Actions
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Actions
Successful coaches or mentors bring out the very best in others. What a tremendous gift to be able to share. But to achieve it takes deliberate action.
Learning outcomes
- The 4 fundamental principles
- How to create transformative change
- How to get them articulating
- The vital skill of really listening
Coaching and Mentoring
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