I’ve recently been giving an “Intro to Coaching” workshop to current and aspiring People Managers. It’s a great way to focus down on what’s really important, and to figure out ways of sharing that with people in a compelling and engaging way.
I start off by breaking down some of the theory of coaching for performance, what it is, and also what it isn’t. Then we move on to some tools and techniques that you can apply in a coaching situation. Finally, we look at how you can apply them in the management context, in the few minutes here and there which are often all we have to spare in the busy day-to-day.
This is a forty-five minute blast of content, it sets some groundwork and gives ideas for future practice.
For the rest of the workshop, we break into small groups and practice applying the techniques and tools we’ve just learnt. This practical session is by far the most valuable time. Once you have the tools, then using them is the only way to get good. This is as true of coaching as anything else.
In the practical session, we have a coach and a coachee, and a supervisor watching to provide feedback. After a ten minute session, the supervisor provides feedback and the coach reflects on what went well and what could’ve gone better. Once this is done, the group swap roles and go again.
I’ve had great feedback from a wide range of people, from those who’ve benefited from a concentrated refresher, to those who’ve encountered these ideas formally for the first time and to managers who have never reflected on their approaches before, and learnt so much in the process.
For me, sharing these approaches with more people is incredibly rewarding. It sharpens my own thinking and practice, whilst giving so many people a great grounding in the world of coaching and a springboard to the start of their journey.