Download Coaching Skills for Leaders in the Workplace: How to by Jackie Arnold PDF

By Jackie Arnold

This publication offers guide at the requisites for the Institute of management and administration training & mentoring skills degrees 5-7. As a pacesetter, senior supervisor or govt, you're frequently required to behave as a trainer or mentor on your employees. This publication will show you how to manage training programmes which could make an important distinction to employees retention and motivation. it is going to provide the wisdom and abilities you must motivate your employees to develop so you might get on together with your personal crucial management function. during this ebook you will find the way to: - turn into a good chief and trainer *distinguish among training and mentoring - identify the fitting training weather *develop powerful conversation talents - manage the 1st training consultation *present a enterprise case for training ...and even more. you will additionally discover a few of the training types to be had and equip your self with invaluable instruments and workouts for you to hire on your training classes.

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Extra resources for Coaching Skills for Leaders in the Workplace: How to Develop, Motivate and Get the Best from Your Staff

Example text

WHAT MAKES AN OUTSTANDING LEADER? As well as the qualities listed earlier in this chapter, outstanding leaders also have the following in common: & & & & & & & & Passion: a love of what they do and the ability to put this over. Courage: they ‘feel the fear and do it anyway’. Humility: they know that they are only as good as their own people. Perseverance: where there’s a will there’s a way. Compassion: they treat others with respect and kindness. Forgiveness: they forgive and allow people to learn by their mistakes.

What actions can you now commit to? Who else will you need to involve? When will you report back to me on this? How will you measure your success/results? On a scale of 1–10, how do you feel this session has worked for you? What would you like to focus on in the next session? THE ERR MODEL If your coachee is suppressing their feelings and emotions, an atmosphere of trust that is so essential to growth will not be established. A model I have developed that can be used effectively when coachees are caught in the emotion of a situation is ERR.

They are part of the day-to-day communication systems and work processes. They will take on other responsibilities that may conflict with their role as a coach. These roles may include mentoring, carrying out appraisals and handling discipline problems. The manager as coach will have information about a member of staff that will, potentially, influence the interventions made during the coaching sessions. Coaching supervision is, therefore, highly recommended to ensure safety, trust and ongoing development (see Chapter 15).

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