Coaching for Development Workshop

As a leader and manager you want your team members to be effective in their roles now, and you want them to improve their performance and develop as leaders to position them for future opportunities.

In his book ‘The Inner Game of Tennis,’ author Timothy Gallwey proposed that performance (Pe) is equal to potential (Po) minus interference (I), or Pe = Po – I. We use this equation to help individuals and teams better understand just how much interference is getting in the way. Interference can show up in several ways. For example, someone can experience interference due to underdeveloped skills and knowledge. In this case, managers can provide training to fill in those gaps. Interference can also occur from the thoughts, beliefs, and self-awareness that a team member has which prevents them from maximizing the skills they have or accessing them with ease. In this case, managers can adopt a coaching stance to support their team members by reducing interference, increasing performance, and unlocking their potential.

Coaching for Development is a hands-on and practice-based workshop that equips leaders with fundamental coaching skills they can put into practice tomorrow to help their team members at all performance levels reflect on their current performance, identify their future goals, and begin a path toward growth. 

About the workshop

Learning Outcomes

• How to embody a coaching mindset as a manager.
• How to ask powerful questions that unlock potential and foster development.
  
• How to design coaching conversations using GROW framework to increase awareness, develop responsibility, and set the stage for more effective feedback.
• When to use a coaching stance vs. a management stance in development conversations with staff.
• When to utilize external coaches vs. a coaching stance as a manager.

Key Themes

• Coaching is a versatile approach to personal and professional development that any manager or leader can utilize to support their teams.
• Interference affects performance and can be the result of internal thoughts, beliefs, and awareness. This interference can be reduced through high-quality coaching conversations that increase self-awareness and invite staff to investigate their beliefs.