- 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.
- 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.
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.
Book Your Workshop
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
- 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
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).