Leadership Programmes

Coaching Programme

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Example Coaching Programme

You can adopt multiple approaches to build a coaching programme to develop coaching skills. Innovation Central has provided the outline below to help to demystify the process and show you how a robust coaching programme may be structured.

Our example below focuses on providing delegates with various tools and techniques to grow their confidence and capability to coach others. Critically, the architecture of the programme supports learners in building the necessary skills, knowledge and behaviours to enable them to become successful high-performance coaches.

Coaching Programme Logistics

Delivery Method

The coaching programme below can be delivered through traditional face-to-face facilitation or via digital platforms (Zoom, Teams. etc.). Regardless of the delivery method preferred, the  programme architecture ensures a blended approach to learning with a variety of learning inputs, for example:

  • Professionally facilitated learning modules (face-to-face or digitally)
  • Self-directed learning between modules
  • Learning check-ins with the programme coach to provide wrap-around support and direction

Programme Architecture

Coaching Principles

  • Exploring the boundaries between coaching, mentoring and training
  • Identifying the benefits of each approach
  • Clarifying personal opportunities to apply coaching practice.

Skills, Knowledge & Behaviours

  • Analysing and reflecting on the core skills, knowledge and behaviours required to be an effective coach
  • Exploring own style and approach, identifying current coaching strengths and opportunities to improve
  • Understanding what coaches will do versus what is beyond the coaching relationship.

Barriers to Coaching

  • Recognising and assessing the type and nature of barriers that can prevent effective coaching practice
  • Analysing personal barriers and strategies to overcome each
  • Understanding actual and perceived barriers that can impact those being coached, and identifying methods to overcome each.

Creating the Right Environment

  • Exploring a range of theories, tools and techniques to support delegates in understanding how to create the right environment to coach
  • Understanding the need to strike an effective balance between challenge and support
  • Recognising that the competence and skill of individuals affect the level of support needed to coach and tailoring their coaching approach accordingly.

Identifying Coaching Needs

  • Gathering and applying insights to recognise and respond to a coaching need
  • Understanding when a coaching or mentoring approach is the best-fit solution for a coachee.

Formal & Informal Coaching

  • Exploring and capitalising on formal and informal opportunities to coach
  • Understanding that to be an effective coach, both coaching approaches have their place
  • Developing the skills and knowledge to know when and how to apply both formal and informal coaching techniques to benefit the coachee and commissioning organisation.

Applying GROW

  • Understanding and applying John Whitmore’s GROW model as a coaching framework.
  • Distinguishing between the types of questions which can be composed and asked at each stage in the GROW model to draw the most out of individuals
  • Using GROW to structure an effective coaching session.

Feedback

  • Analysing current capability to give and receive feedback, developing the ability and confidence to provide each consistently
  • Understanding why having the ability to give and receive feedback is an essential skill of an effective coach
  • Sharing best practice hints and tips on effectively delivering feedback to individuals.

Listening & Questioning

  • Distinguishing between different types of listening and understanding how to apply each in a coaching environment
  • Developing giving focus and attention to learners’ listening and questioning techniques
  • Distinguishing different questioning types and how each can be used in a coaching environment.

Having Quality Conversations

  • Exploring the critical components of a quality conversation
  • Understanding that a high-quality two-way conversation serves as the foundation for an effective coach/coachee relationship
  • Developing the skills to have a difficult conversation.

Optional Formal Coaching Qualification

Outcomes

  • Globally recognised coaching qualification
  • Direct application of coaching practice, maximising the ROI for your coaching programme
  • Consistency of coaching delivery across your organisation and an understanding of the expectations of being an internal coach
  • You will have a bank of internal coaches to support the development of colleagues across your organisation
  • Promotion of a self-sufficient learning culture.

Innovation Central is an accredited ILM centre. Our outlined coaching programme is designed and delivered to allow learners to convert the programme into a certified ILM coaching qualification. The breadth of the content ensures that the programme is suitable for an audience commencing their journey as high-performance coaches and will lead to an ILM 3 Award in Coaching & Mentoring. Additionally, an ILM qualification is recognised globally, allowing learners to gain a valid and respected qualification.

Learners must coach others with an identified need to achieve the qualification. Learners must spend a minimum of 12hrs coaching whilst continually reflecting on their performance as a coach. The structure of our coaching programme will guide learners through the assessment criteria as they progress through the course.

Additionally, the ILM qualification requires delegates to complete two formally assessed written assignments of 2,500 words each. Innovation Central provides delegates with all relevant templates and guides to support clients and learners who wish to attain the qualification. The content of our coaching programme guides includes:

  • Coaching and Mentoring Agreement Forms
  • Coaching & Mentoring Reflection Log
  • Coaching & Mentoring Preparation, Conducting & Follow-up Forms
  • Contract Checklist
  • Coachee Progress Document