Are you a manager or supervisor and want to improve your performance in role management?
Do you want to develop skills enabling you to express a more robust and effective leadership?
For more than twenty years I have been supporting managers/supervisors in their professional and personal development: on this page, I explain how!
Who is this coaching programme designed for?
This course is aimed at managers and supervisors working in organizations who want to increase the effectiveness of the management structure and business management.
When is coaching important for a manager/supervisor?
The purpose of the organisation is to support the commitment of the functional manager/supervisor in improving the role performance, reducing organisational vulnerability and improving overall the quality of management over time.
The coaching programme is designed according to the following guidelines:
- developing knowledge and skills necessary to improve the role performance;
- providing support for overcoming critical situations by enhancing his/her resilience.
For the programme to be successful, it is essential that the coachee is determined to achieve the goals and is confident about the work with the coach.
The structure and tools of the coaching programme
The structure of the coaching programme can be developed according to the following guidelines:
- the coach collects information useful for designing the plan and the expected results from the sponsor of the coaching programme (HR Department, General Manager, Managing Director, other);
- the coach and coachee work together to:
- appraise the awareness of the role, strengths and areas of improvement;
- identify the performance objectives;
- define a plan able to help the coachee reach the goals (6-12 months usually);
- during the program, the coach will take care of:
- managing the implementation;
- supporting the coachee in overcoming emerging difficulties;
- maintaining contacts with the manager to whom the coachee reports.
The executive coaching programme can rely on different tools:
- coaching sessions, which usually do not last longer than 60 minutes, also in a video conference (one every 1-3 weeks);
- e-learning courses developed by the coach to help learn specific topics faster (the coachee studies autonomously);
- individual work by the coachee, which can consist in reading articles, books and watching films concerning matters related to the programme;
- exercises and simulations or role-play, useful for overcoming emerging difficulties or reinforcing satisfactory performance.
The coaching programme is usually related to the following areas:
- meaning and responsibility of management;
- improve staff performance;
- development of soft and hard skills in staff members;
- enhancing motivation drivers;
- time management;
- meeting management;
- personal and organizational conflict management;
- management of the relationship with the boss, stakeholders, top management;
Management of the coaching programme
The coaching programme does not require stopping ordinary activities and, thanks to the effectiveness of the tools used, it is of a moderate length.
Do you find this coaching programme interesting? Contact me using the form here below.