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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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  • 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
  • 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

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.

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.




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.




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

  • Coaching Post-Training Follow-Up Facilitation Guide

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