In this part of the training, participants will learn what coaching is and is not, and why it’s advisable to lean into curiosity more often and slow down the urge to give advice/solutions.

Module 1: “What coaching is and is not”
Unit 1: Coaching vs Other Supportive Modalities
Define coaching based on the International Coaching Federation (30 min)
Compare and contrast coaching with consulting, mentoring, teaching and friendly chat (1 hr)
Clarify why giving advice is not the best way of empowering team members, and why coaching is a great alternative (30 min)

Activities and Exercises: (1 hr)
Discuss with the instructor Michael Bungay Stanier's video on why we should tame our advice monster

Work with the instructor on why it’s better to slow down the urge to offer solutions to team members when they are struggling with a problem

In this part of the training, participants will learn how an individual’s thoughts, emotions and actions influence one another, and how understanding these interactions can help us understand people’s behaviour better.

Module 2: “Evoking Awareness - part 1”

Unit 1: Relationship between thoughts, emotions and actions
Learn how our thoughts, emotions and behaviour are interconnected (30 min)
Understand the concept of confirmation bias (30 min)
Learn the ABC model in decoding the team members’ beliefs when they face problems (1 hr)

Activities and Exercises: (1 hr)
Work with the instructor on common scenarios at work and practice the ABC model
Discuss in class examples of self-fulfilling prophecies in real life

In this part of the training, participants will learn how to use powerful questions to create new awareness in their team members and help them find solutions to their problems.

Module 2: “Evoking Awareness - part 2”

Unit 2: Powerful Questions

• Learn about the significance of asking questions to evoke awareness (30 min)
• Understand the qualities of empowering questions (30 min)
• Compare and contrast open-ended questions with close-ended questions (30 min)
• Dive into examples of asking questions at work (30 min)
  
  

Activities and Exercises: (1 hr)

• Practice in class formulating powerful questions in everyday work conditions
• Practice asking questions instead of giving advice, in class
  

In this part of the training, participants will learn additional techniques such as clarifying and acknowledging to further evoke awareness in their team members and empower them to find their own solutions.

Module 2: “Evoking Awareness - part 3”
Unit 3: Additional Skills to Evoke Awareness
Learn the skills of clarifying, summarizing, validating, and probing to enhance clarity (1 hr)
Learn how to coach limiting beliefs and other mental blocks (1 hr)

Activities and Exercises: (1 hr)
Practice (with the instructor) asking powerful questions to challenge team members’ fixed way of thinking
Practice coaching team members around their limiting beliefs under the instructor's supervision

In this part of the training, participants will learn how an individual’s behaviour may be heavily influenced by their values and needs. Values and needs point to the essence of the individual and help deepen the coaching conversation.

Module 2: “Evoking Awareness - part 4”
Unit 4: Creating Deeper Awareness through Values and Needs
Learn about values and needs as deeper ways of empowering team members (1 hr)
Learn advanced coaching techniques such as using metaphors and scaling questions (1 hr)

Activities and Exercises: (1 hr)
Practice asking questions about values to help team members make decisions, in class
Practice (with the instructor) focusing on needs to evoke awareness and clarity when negative emotions arise

In this part of the training, participants will observe a coaching conversation demo that exemplifies the use of coaching skills by a manager/leader at work. This helps the students learn how to implement the techniques they have learned so far in their coaching conversations.

Module 2: “Evoking Awareness - part 5”
Unit 5: Review and Demo
Do a live demo of a complete coaching conversation at work (1 hr) 
Analyze the techniques in the demo (1 hr)

Activities and Exercises:
Practice doing mini-coaching sessions at work, in class (1 hr)

In this part of the training, participants will learn how to define a topic, outcome and success measure for coaching conversations at work.

Module 3: “Designing and Maintaining Agreements”
Unit 1: How to Set the Topic, Outcome and Success Measures of a Conversation
Learn the concept of contracting in a coaching conversation ( 1 hr)
Understand how to hone in on the REAL topic the employee is struggling with ( 1 hr)

Activities and Exercises: (1 hr)
Practice  doing mini-coaching sessions at work with a focus on clarifying the main topic under the supervision of the instructor.

In this part of the training, participants will learn how an individual’s thoughts, emotions and actions influence one another, and how understanding these interactions can help us understand people’s behaviour better.

Module 4: “Facilitating growth and action - part 1”
Unit 1: Setting Smart Goals (Specific, Measurable, Attainable, Realistic, Time-bound)
Utilize the SMART goal formula to help team members set goals for themselves (1 hr)
Learn how to keep team members accountable for next steps (1 hr)

Activities and Exercises: (1 hr)
Practice doing mini-coaching sessions at work with a focus on goal-setting, supervised by the instructor.

In this part of the training, participants will learn how an individual’s thoughts, emotions and actions influence one another, and how understanding these interactions can help us understand people’s behaviour better.

Module 4: “Facilitating growth and action - part 2”
Unit 2: Additional Tools and Techniques in Goal Setting
Learn the core competency of breaking down the goal into baby steps (1 hr)
Use the wheel of life tool to practice SMART goal-setting (1 hr)

Activities and Exercises: (1 hr)
Role-playing with the instructor mini-coaching sessions at work using the SMART formula

In this part of the training, participants will observe a full coaching demonstration by a leader at work. This helps them integrate the techniques they have learned so far in the course.

Module 4: Facilitates Client’s Growth - part 3
Unit 3: “Review and Practice”
Do a live demo of a complete coaching conversation at work (1 hr)
Analyze the techniques in the demo (1 hr)

Activities and Exercises: (1 hr)
Role-play with the instructor mini-coaching sessions at work

In this part of the training, participants will learn how to listen actively by noticing what’s said and not said in the conversation. Active listening is not just about words; it’s also about tone, body language, emotions, and much more.

Module 5: “Active listening - part 1”
Unit1: Three Levels of Listening
Learn the three levels of listening (subjective, objective and intuitive) and how they are different (1 hr)
Understand that listening could be about what’s said and what’s not said (1 hr)

Activities and Exercises: (1 hr)
Role-play with the instructor mini-coaching sessions at work by focusing on active listening

 “Active listening - part 2”
Unit 2: The GROW Model (Goal-Reality-Options-Will)
Learn the GROW model of coaching (1 hr)
Work on common scenarios and how deep listening can empower team members (1 hr)

Activities and Exercises: (1 hr)
Role-doing with the instructor mini-coaching sessions at work with a focus on active listening

Active listening is an integral skill of the professional coach practitioner. If we want to ask powerful questions that evoke awareness, we need to listen actively to the clues in the conversation.

Module 5: Active Listening - part 3
Unit 3: “Review and Warp-up”
Do a live demo of a complete coaching conversation at work (1 hr)
Analyze the techniques in the demo (1 hr)

Activities and Exercises: (1 hr)
Role-play with the instructor mini-coaching sessions at work