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.
- 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.
Train Managers to Coach Employees for High Performance and Development
1. Prepare for and deliver coaching training
Customize training material for the organization and plan training logistics.
2. Follow up after training
Evaluate training effectiveness and continue managers’ coaching development after the training session.
3. Launch LMS training
Instill learning throughout the organization. Import an interactive eLearning module into your business’ existing learning management system.
Workshop: Train Managers to Coach Employees for High Performance and Development
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
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
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
Customize the coaching post-training follow-up facilitate guide.
- Coaching Post-Training Follow-Up Facilitation Guide
Facilitate post-training follow-up meeting(s).
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Try Our Guided Implementations
Get the help you need in this 2-phase advisory process. You'll receive 4 touchpoints with our researchers, all included in your membership.
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.
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