Coaching Toolkit

The following toolkit has been developed by the Insitute of Personnel and Development.

• Response coaching model
  Managers will engage in coaching only when they realise that it is not just a “nice idea” but that it can actually benefit them. Half the battle is to help them see what a neat and simple technique it can be.
  
  
• Exact goal-setting model
  Many agree that a solution-focused approach is fundamental to managing in a coaching style, providing a target, aligning objectives and raising energy to enable the task to get done.
  
  
• Coping with change
  Whether it’s getting set for a new role, taking on a new task or coming to terms with the latest organisational shake-up, helping individuals to take change in their stride is a familiar coaching objective for managers.
  
  
• Knowing when to coach
  Managers emerge from coach training programmes equipped with new, as well as previously unrecognised, skills they can use. Their motivation is high; and then they return to work.
  
  
• Building on success
  Any coach worth their salt knows that coaching is essentially a developmental rather than remedial activity; a way to build good performance rather than punish for poor work. Here’s a chance to really put this idea into practice and feel the benefits.
  
  
• Boosting review conversations
  Reviewing progress is an important part of any manager’s role. One of the most well-known structured ways to do it is with the After Action Review.