What is coaching leadership and when should you choose this course?

Coaching leadership is a style in which you guide employees towards ownership instead of providing solutions yourself. You steer with questions, listen actively and encourage people to think for themselves. Choose this course if simply directing is no longer enough, if you want your conversations to have more depth and if you want your employees to grow without losing control. Basic knowledge of leadership is required.

How long does the Coaching Leadership course take and what do you learn?

The Coaching Leadership course lasts two days and is taught in a classroom setting. You learn to conduct coaching conversations with structure, to listen on different levels, ask follow-up questions, give feedback and deal with resistance. You also increase ownership within your team and practise with your own cases. You finish with a personal action plan that you can apply straight away.

What prior knowledge do you need for the Coaching Leadership course?

For the Coaching Leadership course you need basic knowledge of leadership. You may have gained this through the Leadership: the Foundation course, for example, or through comparable work experience as a manager. You already work with a team and recognise situations in which directing alone is no longer enough. This means you can get started with your own cases straight away during the course.

Who is the Coaching Leadership course suitable for?

The Coaching Leadership course is intended for managers who find that directing alone is no longer enough and who want to guide their employees towards greater ownership and growth. You will recognise yourself if you want to hold better one-to-one conversations, are looking for a balance between coaching and setting boundaries, and want conversations that lead to reflection and action within your team.

What does the teaching method of the Coaching Leadership course look like?

The Coaching Leadership course is a classroom-based course in which you work with real situations from your own team. Short bursts of theory alternate with exercises, role plays and reflection on actual conversations. You are given clear models and translate them straight into your own work. You finish with a personal action plan that you can put to use immediately.

Which coaching skills do you learn in the Coaching Leadership course?

You will learn the core coaching skills a manager needs: listening at different levels, asking follow-up questions, summarising, reflecting, making use of silence and confronting respectfully. You will also practise the structure of a coaching conversation, from contracting to embedding. Feedback, feedforward and mirroring are covered as well, so that you hold conversations that lead to ownership and development.

What is the difference between the Coaching leadership course and a general coaching programme?

A general coaching programme trains you to become a professional coach, often over a period of six months to two years, focusing on coaching as a profession in its own right. This course is aimed specifically at managers who apply coaching skills within their role as a manager. The starting point is different: you remain ultimately responsible for results and have to switch between directing, setting limits and giving room. You do not learn a complete coaching methodology, but conversation skills such as listening at different levels, asking follow-up questions, summarising and confronting with respect, applied to situations in your own team. You also work on the structure of a coaching conversation and on dealing with resistance or avoidance behaviour. Choose a coaching programme if you want to become a coach, and this course if you are staying in a management role and want to hold more effective conversations.

When do you choose this classroom course rather than online coaching training or self-study from books?

You learn coaching leadership above all by practising with real conversations, receiving feedback and discovering your own pitfalls. That is hard to achieve through self-study or an online module. In the classroom course you work with your own cases from your team and practise skills such as listening at different levels, probing, using silence and confronting with respect. A trainer and fellow participants reflect your behaviour back to you immediately, something a book or e-learning cannot do. Choose self-study if you are looking for theory on coaching leadership. Choose this course if you want to sharpen your conversation skills, experiment in a safe setting and go home with a concrete action plan that you can apply in your team straight away.

What do you get from this course that you would not learn elsewhere, for example from an MBTI test or a leadership book?

A test or a book gives you insight into styles and theory, but you don't practise with real conversations. In Learnit's Coaching Leadership course you work in a classroom setting with your own cases from your team. You practise listening at different levels, probing, summarising, using silence and confronting with respect. You learn the structure of a coaching conversation: contracting, sharpening the objective, clarification, exploring options, agreeing actions and embedding them. In addition, you receive feedback from an experienced trainer and fellow participants on the way you conduct conversations. You leave with a personal action plan that you can apply straight away in your one-to-one conversations. The combination of model, practice and direct feedback on your own behaviour is something self-study cannot give you.

How soon after this course can I really apply coaching leadership in my team?

Immediately after the course you apply the basics, but it takes a few months of practice before coaching leadership becomes your natural style. First you learn the structure of a coaching conversation: contracting, clarifying the goal, exploring options, agreeing actions and embedding them. You can put that structure to use in a 1-to-1 the very next working day. After that, the skills for difficult situations such as resistance and defensive behaviour are covered. You finish with a personal action plan setting out concrete actions. Skills such as listening on several levels, using silence and confronting with respect grow through repetition in real conversations. Expect six to twelve conversations before the coaching reflex becomes stronger than your old rescuer tendency.

How does coaching leadership relate to situational leadership, and when is which approach better?

Coaching leadership is one of the styles within situational leadership, alongside directing, supporting and delegating. With situational leadership you adapt your style to the employee's level of task maturity. Coaching leadership works best with employees who have the basic skills but still need to grow in terms of ownership, independent thinking or decision-making. For new employees who need concrete instructions, a directing style is more effective. For very experienced employees, delegating is sufficient. In this course you learn specifically to deepen the coaching style: the structure of a coaching conversation, listening at different levels, probing, giving feedback and increasing ownership. You also learn when coaching is not appropriate and you need to switch to directing or setting boundaries.

Is coaching leadership also suitable if I work in a results-driven organisation where deadlines and KPIs are paramount?

Yes, coaching leadership fits well with results-driven organisations, provided you apply it correctly. The course explicitly addresses the balance between results and development, and the pitfall of being too soft or solving too much yourself. You learn to steer without taking over: goals and frameworks remain clear, but the employee largely determines the route towards them. In concrete terms, you practise contracting at the start of a conversation, making achievable and measurable development agreements, and reviewing and adjusting progress. You also learn to address behaviour and agreements, set boundaries and confront with respect. Coaching leadership is therefore not the opposite of managing for results, but a way of increasing ownership so that results are achieved more sustainably.

Leadership Advanced: Coaching course (2 days)

Name: Leadership Advanced: Coaching
Price: 1300.0 EUR
Availability: InStock

You want employees who think along and take responsibility, but you notice that you often fill in the gaps or take charge yourself. In this classroom course you develop a coaching style that gives people room, without losing control.

Description

In this Coaching Leadership course you develop a coaching style that suits you and your team. You learn how to conduct conversations in which employees think for themselves, take responsibility and get moving, without you losing control.

You practise skills such as listening on different levels, asking follow-up questions, summarising, using silence and confronting with respect. You work with a clear structure for coaching conversations, from contracting through to embedding agreements. You also gain tools to increase ownership, use feedback as a coaching instrument and deal with resistance, emotions and difficult situations.

The approach is practical and varied. You bring in your own cases, translate models directly to your working practice and finish with a personal action plan you can put to use straight away.

Topics

The role of the coaching manager
Steering without taking over and recognising pitfalls
Coaching skills: listening, summarising, asking follow-up questions and using silence
Confronting with respect
The structure of a coaching conversation, from contracting to embedding
Increasing ownership and responsibility among employees
Turning your urge to rescue into helpful behaviour
Motivating on the basis of talents and drivers
Development conversations and achievable development agreements
Feedback and feedforward as a coaching instrument
Addressing behaviour and setting boundaries
Dealing with resistance, emotions and avoidance behaviour
Staying connected while being clear
Working with your own cases and a personal action plan

Result

After this course you will conduct coaching conversations with more structure, calm and results. You will ask questions that prompt employees to think and act, and you will listen, probe and confront in a way that gets development moving.

You will increase ownership and involvement within your team and maintain a good relationship, even in difficult conversations. You will know when to coach and when to set limits, without losing sight of your role as a manager.

You go home with practical tools, working methods for 1-to-1 conversations and a personal action plan you can apply in your work straight away.

Target audience

This course is intended for managers who already have the fundamentals in place or who have comparable basic knowledge. You will recognise yourself in this:

you want to support employees in their development;
you notice that directing alone is no longer enough;
you want to hold conversations that lead to ownership and growth;
you are looking for a balance between coaching and setting boundaries;
you want to conduct better 1-to-1 conversations with more depth and results.

Teaching method

We start with your own practical situations. You bring in your own conversations and cases and reflect on what is going on within your team. You work with clear models and translate them directly into your own practice.

The approach is practical and varied, with short explanations, exercises, reflection and application. You finish with concrete actions you can put to use straight away.

Prior knowledge

You need basic knowledge of leadership, for example through the Leadership - the fundamentals course or comparable practical experience. Have you been leading a team for some time? Then you can join without any problem.

In-company

Would you like to organise this training for a whole group or several groups? This can be cost-effective. For example, we can tailor the content entirely to your organisation, and training a whole group is also cheaper.

Are you looking at large numbers of participants or a complete academy? That involves a great deal. Consider planning and communication, for example, or identifying and agreeing the objectives and content of the training. Or differences in level, feedback mechanisms and safeguarding. Fortunately, Learnit has extensive experience in this field (more than 25 years) and we are happy to help you through this process.

Request a quote

Language

The training is given in Dutch as standard. The trainer has a good command of English. English-language course material can be used. With a minimum enrolment of 3 participants, the training can also be given entirely in English.

Number of days:

2 days

Course times:

from 10 am to 5 pm

Study load:

14 hours

Education level:

This training is suitable for all levels.

Exemptions:

Exemptions do not apply to this course.

Preparation time:

No preparation time applies to this course.

Certificate:

At the end of the course, a certificate is issued as proof of participation.

The best training for you

At Learnit you will always find a course that takes you further. From (technical) IT skills to communication or personal leadership. You can also choose the training format that suits you best: a classroom course, a tailor-made course at your own office, an online course or an e-learning. We have the right course and the right format for everyone. Because learning in the way that suits you best delivers the best results.

Moving forward together

Taking a training course at Learnit means learning together. Together with your experienced trainer, together with your course group or together with your colleagues. And whether you take the training at home, at your office or at one of our training locations, we are always available to help you. To share our knowledge with you in a way that is genuinely useful to you. Getting further together through personal attention and understanding each other well; that is what we believe in.

Apply it directly in your work

Learning theory from a book that you can then hardly use in your work? Not at Learnit! Whichever training you take with us, you can put it to use at your workplace straight away. Because of the unique learning objectives you set together with the trainer at the start of the training. Because of the alternation between theory and (interactive) practical assignments. And by bringing the challenges you face in your daily work along to the training.