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Coaching and Counseling

Start Date: August 26, 2015 | Duration : 2 days | Price : 4500 AED

Context to this Workshop

  • It is rare that people responsible for the management of others have an entire team of competent people who are committed to the job
  • The development of people concerns accelerating performance of the motivated and effectively overcoming issues of the less motivated
  • Those responsible for managing others are more than often responsible for business performance. This tends to take precedence over people development; however it is driving people standards of performance which drives the results
Coaching and Counseling

By the end of this course, participants will be able to:

  • Provide a clear understanding of the difference between coaching and counseling

  • Utilise the skills and follow simple steps to respond quickly to people development needs

  • Relate personal behaviour preferences as discovered through the PRISM Brain Map to other people and understand the impact on others when undertaking people development activities

  • Develop interpersonal skills to enable effective high-impact coaching and to positively engage to correct performance problems

Coaching and Counseling

Who will benefit from attending?

  • Supervisors, team leaders and managers responsible for managing and developing others
  • People for whom managing others is new and require the skills to develop people and to resolve people problems
Coaching and Counseling

Course Outline

Dealing with People

  • Employee lifecycle
  • The chain of events
  • Three forms of people development

People Development Skills

  • What’s you orientation?
  • Interpersonal skills development
  • The trainer skills toolkit
  • The difference between coaching and counseling

Understand Self to Influence Others

  • PRISM Brain Map report
  • Profile personal behaviour preferences against people development skills and methods
  • How others perceive you
  • Relating development to different behaviour styles

Driving People Performance Through Coaching

  • The coaching process
  • The roles and responsibilities of the coach
  • Assignment-based coaching
  • On-the-job coaching

Case Study Role-play Simulations

  • Assignment-based coaching role-plays
  • On-the-job coaching role-plays
  • Facilitated group feedback

Positive Intervention Through Counseling

  • When to coach versus when to counsel
  • Root cause analysis of performance problems
  • The counseling process
  • The role and responsibilities of the counsellor
  • When and where to run a counseling session

Case study role-play simulations

  • Assignment-based coaching role-plays
  • On-the-job coaching role-plays
  • Facilitated group feedback
Coaching and Counseling

Business Benefits

  • Stretch and develop employees that are high performers through a clearly defined coaching process that contains measurable outcomes
  • Effectively deal with poorly performing people, minimising overspill and turning performance around
  • Ensure people development is a routine activity, merged into managers, supervisors or routines
  • Develop work-based assignments to integrate skills and knowledge into daily routines to drive application and retention

Personal Benefits

  • Become more confident in dealing with people situations – both positive and negative
  • Spend less time gaining commitment from subordinates and more time taking positive action
  • Leverage people development to support business results
  • More motivated and committed subordinates
  • Personal learning plan to support application and consolidation of key learnings on-the-job
Coaching and Counseling

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