DMT Training

Emotional Intelligence

Beneficiaries of the programme

Supporting business for over 20 years
Coaching remains an effective and much sought-after development intervention for individuals in organisations. Managers continue to adopt coaching as a management tool and are encouraged to do this by attending coaching programmes arranged by HR.
Coaching is certainly part of HR strategy in many organisations and gains many advocates from both coaches and coachees. It is often evaluated as part of a feel-good work benefit to raise self-confidence, increase engagement and retain staff. What is often underestimated due to the lack of formal evaluation of coaching programmes is how coaching increases individual performance and contributes to organisational targets.
Where coaching is evaluated o effectively there have been pleasing results. 86% of companies surveyed stated that they had recouped their investment in coaching (ICF Global Client Survey 2009).
This course is designed to support managers inusing coaching as a tool to develop their staff. Coaching is focused on developing and growing an individual’s competence at their work through coaching conversations and core questioning. As a coach it is necessary to have a mindset where you trust the individual has the answer to any problem that they experience.
As a coach you don’t have to provide the answer, you support your coachee by using your skills to bring your coachee to insight. This process is rewarding for both the coachee and the coach and helps to develop both trust and confidence.
This programme is designed for managers who wish to adopt a coaching style and wish to understand the core principals and behaviour of an effective coach along with the process required.
The programme has a big emphasis on key skills and behaviours of an effective coach and will also enable you to reflect on the core values demonstrated by effective coaches.

Programme Overview:

Course Aim:

This course is designed to enable managers touse coaching conversations as a development tool for staff and to increase staff engagement. This course is particularly suitable for managers who have remote teams.

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Course outcomes

By the end of the programme, delegates will be able to:
  • Describe what coaching is and identifiedwhen it is appropriate
  • Differentiated between coaching and otherdevelopment interventions
  • Clarified how active listening and questioning techniques support coaching conversations
  • Identified the skills, behaviours and values of an effective coach
  • Developedapproaches to prepare, structure and conduct a coaching discussion that inspires commitment to a given objective
  • Used a coaching model to conduct effective coaching sessions.
  • Created a personal action plan to develop coaching skills

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Feedback Received

” I liked the way you interacted with them, they were all really engaged” – client observer – Government department
I’ve really learned a lot about myself today – client – Asset Management company
“I’ve got a lot to take back that was worth it” – Manager – Insurance Company
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Reliable & Trustworthy

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Delivering Training To Business For 20 Years

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