• Time: 1 hour

The first activity in Coaching Skills is run in groups of 2 or 3. The design gets everyone involved in the experiential learning process quickly as well as setting a baseline for the rest of the workshop. The key issues it raises for discussion are:

• The pressures and attitudes that can drive managers managers to get jobs done through instruction rather than coaching
• The potential costs and benefits of instructing vs. coaching, i.e. getting the job done now rather than taking a longer term view and seeking out and using opportunities for staff development
• The fundamental principles behind, and the skills and attitudes needed by, line managers who coach their people.

• Time: 20 - 30 minutes

Participants complete a structured questionnaire to develop a deeper understanding of the pertinent actions observed and demonstrated in the activity.

When participants have completed their individual review sheets the small groups use their answers as a basis for discussion. They are encouraged to:

• Explore and discuss all points made fully to develop a common understanding, and draw conclusions if appropriate
• Avoid explanations (defence) of why certain actions were taken: what matters is the impact of these actions
• Note and agree points as they are made, and if appropriate relate them back to issues of particular personal significance (e.g. strong links to the workplace).

The facilitator then holds a brief plenary capture the key learning points and discuss any significant differences raised by different groups

• Time: 15 minutes

Participants complete a brief self assessment against the “skilful coach”: 

• To focus attention on the attitudes and skills required when coaching
• To encourage everyone to critically assess his/her present attitudes and skills and identify areas that he/she personally should aim to improve.

The activity finishes when all participants have highlighted two or three areas for personal attention and move on.

• Time: 1 hour

Task 3 requires an approach consistent with the basic principles of effective coaching.

The objective is to help participants develop greater insights into the attitudes and skills behind effective coaching as well as the potential benefits, feelings and emotions that can be generated.

The difference in styles generated in this activity provides a powerful contrast with the styles that are likely to have been employed during activity 1. Conceptual learning should be being tested by practical actions!

• Time: 10 - 30 minutes

The objective of 'Review 2' is to help participants see and feel the impact of changes in their behaviour. It has the same basis as the one used in 'Review 1', but with some additions.

After reviewing personal performances against the review questionnaire and exploring opportunities for improvement, individuals are encouraged to dig a little deeper by checking their performance against the targets they set themselves when completing the 'Skilful Coach'.

Part 1 of the workshop concludes with everyone summarising their personal learning from part 1 and identifying the key elements that they should practice:

• Planning how to identify, generate and make use of opportunities for practice and development before attending part 2.
• Participants should leave with a commitment to enact their plans after discussing their learning and their plans with their line manager

• Time: 2 hour - 2½ hours

In Part 1 the learning was orientated around understanding the principles of coaching and coaching tangible tasks (e.g. assembling products). Part 2 moves on to coaching less tangible skills, e.g. communicating or even coaching.

The format of Part 2 is similar to Part 1 (activity followed by review). The session begins with small group structured reviews of personal progress to date and establishing and agreeing personal learning objectives. These personal objectives are then addressed through small group activities designed to involve everyone as the coach, the coached or the observer: the learning in Part 2 is very personal.

The whole programme finishes with individuals helping each other develop plans for the implementation of their learning and committing to coaching each over the following weeks.