Coaching Training in the Philippines

R.E.S.U.L.T.S. COACHING MODEL: THE MODERN-DAY PROCESS FOR COACHING EMPLOYEES FOR IMPACT AND RESULTS

COACHING TRAINING IN THE PHILIPPINES

A One-day Corporate EnterTrainment on Coaching Peers and Subordinates

TRAINING OUTLINE:

MODULE 1: RELATE WITH THE COACHEE

Here, it will be shared and applied how and why it is important for the coach to first warm up to the coachee and/or check how he/she is, set the tone of the conversation, identify with the person and know where he/she is coming from, set expectations and give a preview of what will transpire during the session.

MODULE 2: EXPRESS THE PERCEIVED AND OBSERVED PERFORMANCE GAPS

As a starter, it is important that the coach first shares the coachee’s strengths as a transition to both the perceived and observed performance gaps of the person. There’s a big difference between a gap perceived and a gap observed and the coachee must be able to communicate them.

MODULE 3: SELF-REPROACH

While the word reproach means blaming, disapproving, or criticizing self, self-reproach, in the context of this coaching model, means the coachee is being given an opportunity to affirm or negate the perceived and observed performance gaps communicated by the coach in order for the latter to check whether there’s an acknowledgement or denial from the person regarding the gaps in his/her performance. It’s about making the person realize the impact of non-performance to himself, to others, and to the company.

MODULE 4: UNDERSTAND CAUSES OF NON-PERFORMANCE

Once there’s an acknowledgment from the coachee, the next step is for the coach to understand from the person him/herself what he/she believes the root causes of his/her non-performance are. This is important for the coach to better understand where the difficulties are coming from in order to help the person better.

MODULE 5: LAY PLANS AND DISCUSS ALTERNATIVE ACTIONS TOGETHER

After the coach has determined using his own data and the coachees’ personal viewpoints and experiences what the root causes of non-performance are, it’s time to offer actions and plans that will be discussed and agreed upon by both parties.

MODULE 6: TELL-SHOW-PERFORM-REVIEW THE IDEAL OR DESIRED PERFORMANCE

As part of coaching the person, it is very helpful if the coach will role-model or demonstrate how the skills could be performed better, share what additional knowledge the person needs to acquire, and see how the person’s attitude towards work can be enhanced if it’s a motivation or an inspiration issue.

MODULE 7: STATE EXPECTATIONS AND (YOUR) SUPPORT

After an agreement has been reached as to the strategies and techniques that need to be tried by the coachee and the alternative actions that need to be resorted to as well, both parties must exchange expectations and show support to each other as a partnership for helping each other.

This training will be enhanced by a coaching simulation in which the whole team will be paired up to alternate coaching each other as an application and supporting icebreakers and energizers as well.

 

I.N.S.P.I.R.E. COACHING MODEL: THE SUCCESS-BASED COACHING PROCESS FOR IMPACT

COACHING TRAINING IN THE PHILIPPINES

A Corporate EnterTrainment on Coaching Peers and Subordinates

TRAINING OUTLINE:

MODULE 1: INVESTIGATE

Investigate about the person to be coached in terms of profiling the person and other circumstances surrounding the need for coaching.

Activities involved:

  1. Planning
  2. Learning, working, and communication styles identification
  3. Past Events Analysis

MODULE 2: SHAPE UP

What needs to be shaped up in this stage of the coaching process is the coaching session so it becomes a transparent, two-way, and cooperative interaction that starts well and ends well.

Activities involved:

  1. Setting the tone and the mood of the conversation
  2. Expectation-setting
  3. Warming up to the person

MODULE 3: PREPARE

Prepare the coachee for what the goal and the objectives of the coaching session are.

Activities involved:

  1. Orientation (Five W’s & H)

MODULE 4: INTROSPECT

Give the participant quality time to Introspect about his performance, his strengths, his areas of opportunities, and his potential for optimum improvement.

Activities involved:

  1. Coachee introspection
  2. Coach introspection

MODULE 5: RECOMMEND

Recommend solutions and alternatives that have been devised together.

Activities Involved:

  1. Five Rs of Teaching a Skills (Reveal, Role-model, Replicate, Review, and Reward)
  2. Generating the coachee’s buy-in

MODULE 6: EMPOWER

Empower the coachee to commitment with the coach’s unwavering support and the coachee’s own confidence and readiness to perform better and move forward.

Activities Involved:

  1. Asking for take-aways
  2. Committing
  3. Challenging

This training will be enhanced by a coaching simulation in which the whole team will be paired up to alternate coaching each other as an application and supporting icebreakers and energizers as well.

Phone: (02) 919-2734 | (02) 959-8492
Mobile: 0917 658 3534 (Globe) | 0933 232 6149 (Sun)
Unit A2 Blk 8 Lot 8, Buenmar Ave. Phase IV
Greenland Executive Village, Brgy San Juan, Cainta, Rizal