Coaching Skills and Managing Poor Performance

Delegates are given opportunities to practice the coaching models in the 'safe' training environment, and receive constructive feedback from colleagues. The 'managing performance' section lifts the lid on an area not encountered very often by team leaders.

A variety of training methods are used on the course, including group discussion, questionnaire analysis, syndicate work, practical demonstrations and 'skill practice'.

A feature of the programme is the use of a Knowledge/Skill Checklist - a list of the knowledge and skills being developed on the programme. Delegates rate themselves at the start and finish of the course to establish the extent to which they have benefited from the course. This also gives the delegate, and their line manager, further analysis of their strengths, highlighting any further development needs.

Course Outline

• Define the term coaching and understand the difference between coaching and training
• Explain the benefits to the business of effective coaching
• Apply effective questioning techniques using the I.E.. pneumonic
• Understand the G.R.O.W. method of coaching
• Apply the coaching technique to practical business situation
• Implement a strategy to 'nip performance issues in the bud', and therefore minimise disciplinary situations arising
• Understand when a poor performance situation becomes a disciplinary
• Explain why a disciplinary procedure is necessary
• Explain the key stages of ADP procedure
• Appreciate the legal consequences of poor implementation of the disciplinary procedure
• Prepare, structure and conduct a disciplinary interview
• Produce an Action Plan