Coaching as a management style. Practical skills of managing, leadership and delegation.

Target Audience:HR directors, managers, directors.Duration:2 days, 16 hoursProvider:Venue:AEB office, Moscow, Krasnoproletarskaya ul. 16 bld. 3, entrance 8 (4th floor), nearest metro station - NovoslobodskayaLanguage:RussianCoach:Anna Ivanova
Anna IvanovaAnna Ivanova

Terms and Conditions

– The deadline for registration & payment is usually 5 days before the starting date of the course;
– Those who do not register and pay by the deadline will not be allowed to participate in the training;
– All payments are to be made by bank transfer;
– Once registration is closed, the fee is non-refundable.

Training outcome:
To master coaching instruments in management and leadership activities.
Training is based upon:
• 18 years of experience in HR and coaching areas,
• design and implementation of programs for leaders in the companies,
• leaders training background.

Training program
1. What is coaching.
Position of coaching among other concepts of management. How coaching is different from other methods of work with personnel (consulting, counseling, administration and mentoring)
2. Five basic elements of coaching.
Structure of coaching session. How to determine responsibility and involvement of employee according to performance needed. Instruments of successful implementation of these elemenst into corporate coaching. Model of coaching interaction.
3. How personal behavioral styles affect the process of managing.
Types of employees. Motivational and attitudinal patterns, decision making and interaction features of different people. Keys to effective usage of everybody’s characteristics in coaching interaction.
4. Basic skills of business coach.
Practical use of effective questioning, active listening, motivating dialogue and reflexive feedback. Exercises based on cases from everyday professional activities of participants
5. Goal setting and obstacles provision.
How to set and obtain actually motivating and challenging outcomes. How to overcome lack of competence for the goals. Techniques of goal setting (SCHMART, ТОТЕ, backward planning etc.). Three levels of change in coaching.
6. Introduction to the motivational competence of coach-manager.
Study of basic motives inherent to needs of employees. How to derive motives supporting development and goal achievement and use them in the problem definition, motivation and analysis of results – this is a key to effective workplace coaching. Every participant will assess their coaching skills through specific questionnaire and form plans of further professional development

Methodology of training delivery

  • Presentation
  • Work in mini-groups
  • Individual work with questionnaire
  • Discussion
  • Real cases
  • Results of researches
  • Game exercises