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Train Managers to Coach Employees for High Performance and Development

Shift coaching training from a process focus to training managers to incorporate coaching behaviors into their day-to-day management.

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Contributors

  • Anonymous, Director, Talent Management, Various Industries
  • Anonymous, Manager, Talent Management, Large Canadian Retailer
  • Elena Palumbo-Sergnese, Director, Talent Management, HOOPP
  • Jane Graydon, Interim VP of HR and Executive Coach, St. Joseph’s Health Centre
  • Keith Rosen, Chief Evolution Officer & Founder, Coachquest
  • Orlando Castillo, HR Manager, Organizational Effectiveness, Capital Farm Credit
  • Petter Andersson, People & Change Leader, Talent & Org Developer, Digital Strategist, HR Adviser, Consultant (Independent)
  • Sandie Walford, Instructional Design Specialist, HRG North America
  • Sherri Wimes, Consultant, MVP Advisory Group, LLC
  • Trevor Timbeck, Chief Talent Officer, Info-Tech Research Group
  • Anonymous, Sr. Director, HR & Executive Coach, Various Industries

Your Challenge

  • Seventy-five percent of organizations provide coaching and mentoring training (CIPD, 2015), yet 27% of employees say their managers are poor at coaching (CIPD, 2017).
  • Conventional coaching training focuses on teaching managers a process of coaching without training them to apply the behaviors required to coach effectively.

Our Advice

Critical Insight

  • Conventional coaching training focuses on the process of coaching. However, more important than the process are the behaviors required to coach effectively.
  • Coaching is just one people management practice of many. It is not the be-all and end-all. Managers need to know when to use it and how to switch.
  • Coaching training needs to move beyond formal training to drive continuous development.

Impact and Result

  • Use McLean & Company’s behavior-focused coaching model to train managers to adopt the key behaviors required to coach.
  • Develop and implement post-training activities to ensure that managers sustain and apply their learning on the job.

Research & Tools

Guided Implementations

This guided implementation is a four call advisory process.

Guided Implementation #1 - Prepare for and deliver coaching training

Call #1 - Review training deck and clarify any questions you may have about content or delivery.
Call #2 - Discuss how to customize the training deck to ensure it fits with your organization.

Guided Implementation #2 - Follow up after training

Call #1 - Discuss how to reinforce coaching learning with relational and experiential learning opportunities.
Call #2 - Review post-training data and identify additional L&D resources to drive continuous improvement.

Onsite Workshop

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Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Prepare for and Deliver Coaching Training

The Purpose

  • Customize the manager training deck to the organization’s unique processes and structure.
  • Train managers to coach employees for high performance and development.

Key Benefits Achieved

  • Completed plan for manager training.
  • Managers have improved coaching capability.

Activities

Outputs

1.1

Review and customize the manager training deck and participant handbook.

  • Training Deck: Coach Employees for High Performance and Development
  • Coach Employees for High Performance and Development Participant Handbook
1.2

Facilitate coaching training.

  • Coaching Self-Assessment
  • Coaching Role Play Scenarios
  • Coaching Training Session Feedback Form
  • Modern PM Feedback and Coaching Guide

Module 2: Follow up After Training

The Purpose

Create a plan to support managers’ continuous coaching development after training.

Key Benefits Achieved

Reinforce manager learning and ensure it is applied on the job.

Activities

Outputs

2.1

Customize the coaching post-training follow-up facilitate guide.

  • Coaching Post-Training Follow-Up Facilitation Guide
2.2

Facilitate post-training follow-up meeting(s).