25 Coaching Skills courses in London

This virtual modular programme develops the coaching skills of managers and leaders. This programme is delivered virtually over zoom, 4 x 180 Minute Sessions over 4 Days.

Coaching is an art, and getting it right is crucial for future coaching events, the expectations of others who may require coaching (word travels fast), and the smooth operation of the business. This workshop takes subject matter experts and helps them understand the art of interactive coaching. It begins with identifying what people want from a coach and the coaching experience. It then moves into our Coaching Structure and examines each element, ensuring the reason for each is discussed and clearly understood. We look closely at why the environment can be critical, even when coaching in their workplace. And we prove the need for Emotionally Intelligent thinking and actions. We delve into the practical aspect of reverse engineering the desired outcome. Participants will learn how to create what we refer to as Snap Objectives, a technique that establishes the coaching objective before the session begins, even in ad hoc or unexpected sessions. By the end of this workshop, your coach will be equipped with the necessary knowledge, skills, and confidence to conduct effective coaching sessions. They will also be able to design coaching plans that adhere to a consistent approach, ensuring all coaching sessions are impactful. -------------------------------------------------------------------------------- LENGTH 2 Days NEXT COURSE START Enquire for more information COURSE DELIVERY Face-to-face only (happy to explain).  -------------------------------------------------------------------------------- SUITABILITY - WHO SHOULD ATTEND? WHO SHOULD ATTEND AND WHY? Who?  ANYONE involved or soon to be involved in helping people improve Skills, Knowledge and Understanding (SKU). Why?  It is not enough to have trainers who are certified or qualified in their professional skills. We must also ensure that those responsible for coaching others, even those who coach others only occasionally, are certified. Think about this. If your child needed coaching at school, would it be okay for anyone to do that, or would you insist that they be certified teachers or teaching assistants? Likewise, with driving, would you think it ok for someone who gives coaching sessions to someone to improve their driving skills if they were not licensed to drive themselves? The skills of your coaches are inextricably linked to your employee's performance, output and error margins, so that alone means you need certified coaches. Coaching will always be required in industries where updates occur, practices are updated, or legislation is changed. TRAINING COURSE CONTENT * The difference between Coaching and Training. * What is a Sat-Nav coach, and why must we avoid this at all costs? * We discuss why there is a need for Emotional Intelligence (EI) in a coaching session for coaching needs analysis. * We discuss our recommended Coaching Structure and why it is designed that way. * We discuss various question techniques and what each is good for or why it should be avoided. * We discuss the phrase 'two ears, one mouth' in relation to great coaching and why we must be clever about listening. * We touch on Learning Styles to see what you think of each and how we can cater for them. * We delve into our SAS Feedback model and why we think feedback must be facilitated and not given. * We help you plan and prepare for your final session on the second day. * You deliver your final mini-coaching session. We record them (HD). We chat as a group. COURSE DELIVERY DETAILS This is a two-day workshop where participants facilitate a coaching session on day two. All attendees have the chance to coach a fellow participant and receive an HD recording of their session. When you consider the content we deliver, we are sure you will understand why we always prefer to deliver our workshops, courses and programmes face-to-face. Face-to-face workshops and courses can be held at a location of your choice or, if you wish, a central UK location, at the Macdonald Burlington Hotel in Birmingham, located directly across from the Birmingham New Street train station. We can deliver our workshops, courses and programmes online, although this will mean splitting elements into manageable learning events to suit the online environment.

Maximising the team's sales capability is the key aim for any sales manager. When sales people struggle to hit their targets, it falls to the sales manager to provide support and help colleagues to find their way again. One of the most effective techniques for sales managers to improve and maintain sales performance is by providing live sales coaching. Sales coaching encourages sales people to find their own solutions and take responsibility for their own development. This course will help participants: * Develop people to fulfil their sales potential * Provide motivational feedback * Identify strengths and weaknesses of their team members * Understand personal learning styles * Identify and adapt for different personality styles * Prepare and conduct on-the-job observations * Motivate sales people to greater performance 1 HOW IS SALES COACHING DIFFERENT FROM SALES TRAINING? * What is coaching? * Discover how coaching empowers sales people * Learn the best time to use sales coaching * Decide which people should be coached first * Creating a development plan 2 UNDERSTANDING LEARNING, BEHAVIOURAL AND COMMUNICATION STYLES * Use practical tools to help you assess individual styles * Tap into the essence and energy of the person you are developing * Understand your own learning, behavioural and communication preferences * Develop a strategy to adopt for each member of your team * Discover what motivates you and your salespeople to perform * Appreciate how this knowledge will improve your sales conversion 3 USING THE GROW COACHING MODEL * Learn the secrets of a successful coaching session * Discover the importance of SMART objectives and instructions * Understand and capture what coachees are currently doing right * Develop their problem-solving and decision-making skills * Help your colleagues crystalise their plans and actions * Provide follow-up opportunities to embed the learning 4 GIVING MOTIVATIONAL FEEDBACK * Understand why effective feedback is so powerful in sales * Learn key models for motivational feedback * Discover how to manage and structure more difficult conversations * Understand the power of positive reinforcement * Encourage sales people to coach and support colleagues 5 PUTTING IT INTO PRACTICE * Use realistic scenarios to provide opportunities for practice * Discover what it feels like to be coached * Receive immediate feedback on your coaching style * Share common performance issues with fellow sales managers * Create a personal development plan 6 PREPARING ON-THE-JOB OBSERVATIONS AND JOINT VISITS * Build a strategy for coaching and team development * Prepare an observation template for effective coaching * Learn the key elements of preparation for your next coaching session * Agree common areas to focus on with coachees 7 ACTION PLANNING * Personal action plans

This ilm recognised programme builds on the coaching fundamentals to focus on enhancing the coach’s self-awareness and coaching techniques, refining both practice and skill to develop a coaching style of leadership.

Miss Date Doctor’s Communication Skills coaching is designed to help you improve your ability to communicate effectively with your partner or potential partner. Whether you struggle to express yourself clearly, have difficulty understanding your partner’s needs, or frequently find yourselves in arguments or misunderstandings, our coaching can provide you with the tools and skills needed to build stronger, more fulfilling relationships and communication skills are essential in creating solid relationships. Our Communication Skills coaching includes a range of techniques and strategies, such as active listening, non-verbal communication, conflict resolution, and empathy building. We can help you develop the ability to communicate clearly and assertively, express your emotions in a healthy way, and build deeper levels of trust and understanding in your relationships.Have 3 1 hour sessions with your coach. The Miss Date Doctor Communication Skills Package includes the following: Relationship Communication, Effective Communication, Communication Techniques, Active Listening, Conflict Resolution, Empathy Building, Communication Skills Coaching, Communication Strategies, Non-Verbal Communication, Relationship Communication Skills, Communication Training. https://relationshipsmdd.com/product/communication-skills-package/ [https://relationshipsmdd.com/product/communication-skills-package/]

This two-day course builds on delegates’ instinct for resolution; using their experience of conflict coaching, mediation or purely a desire to understand these areas more. It offers a tried and tested model of mediation along with a series of practical tips and guides to help them secure a positive resolution in workplace disputes. By combining Emotional Intelligence with theories such as ‘Positive Psychology’, it also enables HR and ER professionals to provide coaching and support for managers to help them secure constructive outcomes without the need for recourse to formal grievance, disciplinary or performance management procedures.

Agile project management, already widely used for software development, is increasingly recognised as having much more general application. Continuous improvement programmes, business change projects, new technology development, research and development and a variety of other scenarios characterised by rapid change and high uncertainty can all benefit from an Agile approach. This programme presents the concepts and methods of Agile project management, and shows how to apply them to a range of project and change management situations. Participants will learn: * how Agile project management can help with project and change management * the 4 values and 12 principles of the Agile 'manifesto' and the range of Agile methodologies * how to apply Agile project management methods and techniques in a range of project scenarios * alternative Agile project management methods and how they can be applied and adapted * what makes Agile project teams succeed * the key roles and responsibilities needed to enable Agile project teams to work effectively * how to encourage an Agile mindset within their organisation and how to move toward an Agile approach to managing projects 1 INTRODUCTION TO AGILE PROJECT MANAGEMENT * Overview of 'classical' project management and methodologies * The link between project success and management performance * Limitations of classical approaches and the need for Agile methods * The 4 values and 12 principles of the Agile manifesto explained * Agile project management values: * Individuals and interactions over processes and tools * Working outputs over comprehensive documentation * Customer collaboration over contract negotiation * Responding to change over following a plan * The cultural challenges of using Agile project management * Choosing when and how to adopt Agile project management 2 INITIATING A PROJECT USING AGILE PROJECT MANAGEMENT * Some key Agile methodologies explained: SCRUM, XP, Crystal * Identifying and engaging project stakeholders; defining roles and responsibilities * Setting the project vision and goals; defining project scope * The Agile approach to requirements capture and elicitation of needs * Tools and techniques for capturing and characterising requirements * The role of documentation, reporting and process management 3 THE AGILE APPROACH TO DEFINITION AND PLANNING * Understanding Agile planning; the 'planning onion' concept * Developing the culture needed for collaborative involvement and iterative planning * Defining project deliverables; the 'product backlog' concept * Tools and techniques for defining and prioritising requirements in Agile projects * Understanding and applying Agile estimating techniques * Dealing with uncertainty and managing risks 4 THE AGILE APPROACH TO EXECUTION AND DELIVERY * The results orientated, fast adapting culture of Agile teams * The monthly 'Sprint' process for project planning and review * The disciplines needed for effective daily SCRUM meetings * Reviewing progress, managing change and project reporting * Testing, completing and handing over of work packages * Managing the interface between the project team and the business 5 LEADERSHIP AND TEAMWORK IN AGILE PROJECT TEAMS * Why Agile teams are different: the importance of individuals and interactions * The skills and attributes needed to lead an Agile project team * The challenges faced and skills needed by Agile team members * Recognising team development needs; adopting the right leadership style * Making the transition from project manager to Agile coach * Key coaching skills explored: mentoring, facilitating, managing conflict

£ Enquire * Highfield Level 3 Award in Delivering Training (RQF) * Three day course

Many managers question the value of appraisal programmes and many line managers believe appraisals are unduly time-consuming and bureaucratic. Yet the appraisal is a vital starting point when it comes to managing performance effectively and it is vital that managers appreciate this. Handled well, the benefits of formal appraisals are enormous. This thoroughly practical workshop has been designed to give line managers the knowledge, skills and confidence to deliver a well-structured appraisal - even in the most challenging circumstances. This course will help participants: * Appreciate the benefits of the appraisal process * Assess standards of performance objectively * Plan and prepare for appraisals effectively * Conduct a well-structured appraisal meeting * Acquire the essential skills required for effective appraisals * Improve their ability to discuss difficult issues more confidently * Identify training and development requirements * Agree clear and measurable development objectives * Complete essential paperwork * Understand the need to facilitate continual informal dialogue between appraisals 1 INTRODUCTION AND COURSE OBJECTIVES 2 THE APPRAISAL PROCESS * The aim of the appraisal process * Understanding the bigger picture - the appraisal process as part of the employee development process * The benefits of the appraisal process * Common pitfalls * Five steps to an effective performance appraisal 3 STEP 1 - ASSESSMENT * Using job standards as the basis for objective assessment * Assessment of previous objectives 4 STEP 2 - PREPARATION * Documentation required * Data on each appraisee * Planning the meeting 5 STEP 3 - THE MEETING * The skills of appraisal interviewing * The structure of the appraisal interview * Dealing with poor performance and difficult situations * Taking notes and completing documentation 6 STEP 4 - PLANNING AHEAD AND OBJECTIVE SETTING * Identifying action to improve performance and enhance skills * Establishing relevant training needs * Agreeing SMART performance objectives * Formulating a personal development plan 7 STEP 5 - ACTION AFTER THE INTERVIEW * Essential paperwork * Follow-up and action required between appraisal interviews * Continuing informal dialogue 8 VIDEO CASE STUDY * Bullets 9 CONCLUSION * Course review / discussion * Preparation of action plans for building on the skills learnt * Close

This training day will help managers explore what they need to do to create a motivating environment at work and learn some theory, tools and ideas to inspire motivation at individual and team level. Motivation is a key factor in effective people management and successful team performance. It involves engaging and inspiring your people and developing them in such ways as to improve their effectiveness and thus have a greater benefit to customers. It can also involve having tough conversations with those who do not seem to be motivated. By the end of the workshop participants will be able to: * Identify key motivating factors at work and learn and create ideas to better engage staff * Learn a conversation tool to use for challenging discussions * Explain their role in motivating staff and understand a range of techniques and approaches to use in the workplace * Review learning and have an action plan to take back and implement at work 1 WELCOME, HOUSEKEEPING, OBJECTIVES * Breaking the ice * Setting personal objectives 2 GROUP WORK: IDENTIFYING PERSONAL MOTIVATORS AND WHERE THEY COME FROM 3 DEFINING MOTIVATION * The characteristics of a motivated team * Input and group discussion 4 FACTORS IMPACTING ON MOTIVATION AT WORK * Using pre-work to identify challenges, hotspots and obstacles * Feedback in plenary * Exploring the benefits of motivation that address current challenges and agreeing outcomes for change 5 COMMITMENT VS. COMPLIANCE - ORGANISATIONAL ENGAGEMENT AND THE MANAGER'S APPROACH TO BUY IN 6 TEAM CHALLENGE TASK USING A THEORY ABOUT MOTIVATION * Trainer input and review in plenary 7 GROUP TASK - COMPLETE A PLAN FOR INDIVIDUALS IDENTIFIED IN PRE-WORKSHOP TASK 8 SKILL / WILL - A MOTIVATION TOOL: TRAINER INPUT, FOLLOWED BY TASKS THAT ARE ASSESSED AND DISCUSSED IN PEER GROUPS * 1-2-1 feedback task on approaches and plans to be taken back and used at work * Feedback and plenary review 9 DEAL - A CONVERSATION TOOL: HOW TO CONSTRUCT A CONVERSATION PLAN ABOUT MOTIVATION WITH AN INDIVIDUAL * Peer professional 1-2-1s to practice the discussion planned and gain feedback 10 REVIEW, EVALUATION AND ACTION PLANNING