Coaching - stymulacja i czuwanie nad rozwojem pracowników

The course is of a general nature and participation in it does not require specialized knowledge.

Skills acquired during the course:

• increasing the efficiency of employee management,
• increasing the effectiveness of conversations with employees,
• ability to integrate systemic coaching into the company's strategy,
• learning the competencies necessary to implement effective managerial coaching,
• effective preparation of management staff for the role of coach.

Training method:

The training is designed as interactive, with participants' participation reaching over 80% of the time. Each session follows a similar dynamic, based on a methodology developed taking into account the Kolb cycle: an exercise opening you to new habits (building awareness), a mini lecture on techniques (knowledge), practicing new tactics and techniques (skill). After closing each session, participants receive supporting materials related to the discussed session. The practical material is summarized with mini lectures providing theoretical foundations and explaining the basic psychological mechanisms that participants experience while working in the training room. Expected preparation of listeners.

1. Coaching as a modern tool in people management.

2. Leadership and coaching.

3. Managerial coaching - levels of effective coaching.

• role of coaching
• basic principles of coaching
• stages of coaching

4. Management style.

5. Typology of employees - beliefs, attitudes.

6. Motivation – from the perspective of the employee and the boss.

7. Tasks of the manager-coach.

• role of the coach: inspiring employees to develop
• mentor role: instructions based on examples

8. Coaching in conflict situations

9. Setting boundaries

10. Dealing with tensions

11. The most important skills of a coach.

• basic coaching methods.
• an example model of coach competencies.
• coach's interventions towards the learner, adapting the teaching method.

12. Coaching process.

• situation analysis – reasons for poor effectiveness, diagnosing problems.
• concluding a contract with the person being trained and coached.
• setting goals.
• process implementation – learning techniques, feedback.
• results meeting.

13. Ways of conducting coaching conversations.

14. The most common barriers to the proper coaching process.

15. Methods of creating Coaching Interview Sheets.

16. Creating an internal knowledge base and self-improvement.

17. Training summary.