How do great managers create lasting impact? By becoming exceptional coaches who empower their teams to grow and develop. This pathway equips managers with actionable strategies to create a coaching culture where employees feel trusted, supported, and valued.
Managers will learn how to build psychological safety to strengthen team dynamics and adapt their coaching style to meet the unique needs of their team members. They will learn how to use active listening along with powerful questioning techniques to build critical thinking and effective problem-solving. They will develop the ability to assign meaningful coaching tasks and monitor progress, ensuring sustained growth.
Managers will also develop practical skills to address common workplace challenges, such as accountability issues, work-life stress, and maintaining boundaries. From learning the difference between coaching and feedback, these courses provide a practical roadmap for effective coaching in any workplace environment.
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Pathway Quick Facts:
- Target Audience: Manager or Director
- Number of Courses: 27
- Downloadable Handouts: 21
- Total Seat Time: 155 minutes
- Training Timeframe: This is an 5-week leadership program focused on 30 minutes of training per week, and 2 hours of total facilitated practice.
Performance Outcomes:
- Can clearly distinguish between coaching, feedback, and other forms of guidance.
- Identify who and what is coachable within the workplace.
- Prepares effectively for coaching sessions by cultivating trust and setting expectations.
- Adjusts coaching style to meet the unique needs and skill levels of team members.
- Asks powerful, open-ended questions to broaden awareness and encourage critical thinking.
- Assigns and monitors coaching assignments, ensuring measurable progress over time.
- Resolves common coaching obstacles, such as accountability issues or work-life stress.
- Maintains professional boundaries while navigating challenging coaching relationships.
| # | Skills | Course Title | Minutes |
| Section 1: What is and what is NOT Coaching? | 34 | ||
| 1 | Coaching | Make Time for Coaching | 9 |
| 2 | Coaching, Feedback | Coaching is Different from Feedback | 5 |
| 3 | Coaching | Who is Coachable? What is Coachable? | 5 |
| 4 | Coaching | What is (and is NOT) Coaching? | 5 |
| 5 | Coaching | Creating a Coaching-Friendly Environment | 5 |
| 6 | Emotional Intelligence | Exceptional Teams Create Psychological Safety | 5 |
| Section 2: Get Ready to Coach | 29 | ||
| 7 | Coaching | Adapt Your Coaching Style | 6 |
| 8 | Coaching | Cultivate the Coaching Process | 6 |
| 9 | Coaching, Goal Setting | Preparing to Become a Coach | 8 |
| 10 | Coaching | At the Core of Coaching is Trust | 9 |
| Section 3: Coaching in Action | 35 | ||
| 11 | Coaching, Goal Setting | Coaching with the GROW Model | 5 |
| 12 | Coaching | The Experiential Learning Cycle | 5 |
| 13 | Coaching, Goal Setting | Opening a Coaching Session | 5 |
| 14 | Coaching, Talent Development | Using Assessments in Coaching | 5 |
| 15 | Coaching, Talent Development | The Skill/Will Matrix | 5 |
| 16 | Coaching | Active Listening | 5 |
| 17 | Coaching | The Power of Great Questions | 5 |
| Section 4: Coaching Assignments | 32 | ||
| 18 | Coaching | Broadening Awareness | 5 |
| 19 | Coaching, Talent Development | Coaching Assignments | 9 |
| 20 | Coaching, Feedback | Giving Feedback | 8 |
| 21 | Coaching, Feedback | Recognize Coachee Progress | 5 |
| 22 | Coaching | Closing the Coaching Relationship | 5 |
| Section 5: Coaching Challenges | 25 | ||
| 23 | Coaching, Emotional Intelligence | Coaching Challenges: Feeling Stuck | 5 |
| 24 | Coaching, Accountability | Coaching Challenges: Accountability Issues | 5 |
| 25 | Coaching, Emotional Intelligence | Coaching Challenges: Protecting Boundaries | 5 |
| 26 | Coaching, Stress Management | Coaching Challenges: The Impact of Work-Life Stress | 5 |
| 27 | Coaching, Accountability | Coaching Challenges: The Reluctant Coaching Partner | 5 |
