Manager as Coach

Manager as COACH is a Creative & Bright program for managers, team leaders, division directors, and other key company employees.

Coaching is a handy and effective tool to support the personal and professional growth of people in the team, as well as the overall performance of the company.

“Coaching is what turns ordinary people into extraordinary teams.”

Bill Campbell – Trillion Dollar Coach

From B2B to C2C to H2H

In a dynamic context and a competitive marketplace comes the pressure to change. Today’s leaders need to motivate their people, avoid fixed thinking, and encourage creative ideas to solve problems.

Manager as coach proposes to equip your manager with an extremely useful toolkit to help him or her build at individual and team levels.

The Manager as Coach program helps managers:

– in managing time and prioritizing team tasks;

– develop an optimistic and responsible culture

– improve critical thinking, problem-solving, and team decision-making skills;

– develop creative, proactive, and innovative thinking in each team member;

– develop leadership skills by managing and motivating team members;

– develop adaptive and flexible behavior to organizational challenges for each team member.

At the end of the course, participants leave equipped with a SPECIFIC ACTION PLAN in which they have identified what they want to give up, and what they would like to start doing and continue to do to continually improve their management effectiveness and build their coaching practice.

AHA moments in the course

A first AHA moment is when participants understand the difference between coaching and other possible interventions, all of which are necessary in their day-to-day managerial practice, and how exactly they can adaptively apply these interventions in their managerial role:

– training for a new employee or when starting a new project;

– mentoring when the employee has not yet developed the hard and soft skills needed to fulfill the agreed professional objectives in his/her role;

– coaching when the employee is already performing but, from time to time, is uncertain about his or her ability to implement the proposed action plan;

– delegation when the employee has the necessary expertise and sustainable motivation for consistent performance and can himself become a mentor to other team members.

Also, another AHA moment that participants have on the first day of the course is the clarification of the principles (for example: people are naturally talented) and what the growth mindset – Growth mindset – means, both of which are an important foundation in coaching and allow for the most natural and fulfilling application of the coaching process in the organization.

Starting from the Growth Mindset, we address the possible internal and external interferences that can intervene as obstacles to the coachee’s desired performance and how we can manage them in the coaching process.