Coaching beyond conversations
Coaching culture, team coaching and feedback.
A half day on coaching beyond one-to-one conversations: building a coaching culture, peer coaching and action learning, managing emotion, critical conversations, team coaching and team learning.
- Level
- Explore
- Learning time
- 4 hours 30 minutes
- Where
- Leading yourself
- Price
- £129
When you step up to a higher level, what you paid in the last 12 months for lower-level courses inside the bigger course comes off its price, in proportion to how much of each is inside it, whichever topic it's from. Courses at the same or a lower level don't give credit against each other. A Focus course or above always costs at least £15. Read the full terms
Certificate of Completion, or Certificate of Completion and Assessment with a short assessment
Overview and Outcomes.
Who It's For
Leaders, coaches and OD and HR practitioners in public service, housing, health and the voluntary sector
Overview
Coaching changes an organisation only when it reaches how colleagues and teams talk every day. The second half of the Immerse Leading by asking starts with building a coaching culture, drawing on Hawkins, Clutterbuck and Megginson's four stages, the Academi Wales All Wales Coaching Network and Kirkpatrick's four levels of evaluation. It explores buddy and peer coaching through Ladyshewsky's research and Reg Revans's action learning, then sets Ekman against Feldman Barrett and builds self-awareness with Boyatzis and Susan David. Critical conversations follow, with Situation, Behaviour, Impact, Radical Candor and Thomas-Kilmann, closing with Hawkins's five disciplines of team coaching, West's reflexivity cycle and the After Action Review.
Aims
The overall aim is to help leaders grow coaching capacity across their organisation rather than in isolated sessions: building a coaching culture that can be evaluated, enabling peers to coach one another, giving feedback that lands and coaching a team as a whole so it learns together.
In summary, you will be able to:
- Assess where your organisation sits in the four stages of a coaching culture and plan how to evaluate coaching using Kirkpatrick's four levels.
- Apply Situation, Behaviour, Impact and Radical Candor to give feedback that lands, while managing your own emotional responses.
- Lead team coaching and an After Action Review using Hawkins's five disciplines and West's reflexivity cycle to help a team learn together.
What you'll develop
Across this Explore, you will develop the ability to:
- Assess where your organisation sits on Clutterbuck and Megginson's four stages of a coaching culture.
- Distinguish buddying, peer coaching, co-coaching and line manager coaching.
- Compare Ekman's classical theory of emotion with Barrett's theory of constructed emotion and identify where they genuinely disagree and where they agree.
- Describe the four internal competencies in Boyatzis and Goleman's model and Susan David's four skills of emotional agility.
- Give specific, caring and direct feedback using Situation, Behaviour, Impact and Radical Candor, and explain why the feedback sandwich undermines both criticism and praise.
- Distinguish group coaching from team coaching and explain why design comes before coaching.
- Describe Edmondson's team learning behaviours and West's team reflexivity cycle.
- Plan an internal coaching offer, including selection, training, supervision, matching and confidentiality safeguards.
Built from 7 modules.
4 hours 30 minutes of learning.
- 01Building Internal Coaching Capacity and a Coaching CultureCoaching and Mentoring37 min
- 02Buddy and Peer CoachingCoaching and Mentoring37 min
- 03What Is an Emotion? Two Competing TheoriesEmotional Intelligence39 min
- 04Self-Awareness and Self-Management in PracticeEmotional Intelligence39 min
- 05Critical Conversations: Feedback, Coaching and ConflictManagement49 min
- 06Team CoachingTeam Development37 min
- 07Team Learning, Reflexivity and DebriefsTeam Development37 min