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Business / Management & Leadership

Coaching at Work

Learn the skills necessary to support others in their development through the use of powerful coaching techniques


 Do you have a responsibility to support others in the workplace?

Are you involved in management and are curious how to get the best from people?

This complete work place coach course is for those people who are interested in embedding coaching into their work practice, have a responsibility to support other people and would like to develop their practice, for managers wanting to get the best from others or anyone interested in coaching.

You will learn the use of this powerful method of support and development, that empowers, values people and encourages the use of initiative and problem solving.

The course has a balance of video, audio and visual display to ensure you enjoy and engage in the material and the material will continue to be updated and added to.

It is structured in a way that allows you to establish the right parts of the process in order and enables you to begin coaching others as quickly as you choose. It offers the practical applications of coaching and provides theory only to support the application. Coaching is about doing as well as knowing and the skills you learn will allow this.

Full details


  • What is coaching and what are the coaching principles?
    What is coaching
    Coaching principles
    The basic principles followed by coaches to assist them in working effectively with others.
    Making the case for coaching
    In this lecture we will show you some of the research data that demonstrates the impact coaching can have in the workplace.
    Making the case for coaching - additional information
    This information adds support to the key points identified in the previous lecture.
    Separate coaching from other forms of support
    In this lecture you will identify how coaching differs to mentoring and counselling as an approach in the workplace.
    Separating coaching and other support
    Additional text information to support your understanding of how coaching differs from counselling and mentoring.
    Coaching - Additional information
    Additional information to support your understanding of coaching and what it is. ​​
  • Coaching, Ethics and the First Interaction
    Ethics and record keeping
    This lecture focuses on the way coaching works within the ethics of an organisation. It explores how the coaching needs to adhere to key considerations of equal opportunities, confidentiality and discrimination and asks you to reflect on how your own coaching will take these considerations into account. This lecture then considers the use of records that may be kept from coaching sessions and the security of these.
    Establish an appropriate contract & environment to enhance the coaching process
    This lecture considers the use of contracting, both verbal and written and how it is used in coaching to benefit the coaching process . It then moves into considerations of room layout and the responsibilities of both the coach and the coachee.
    Implement a structure for the first interaction
    This lecture looks at the important considerations of the first interaction and how to ensure that it sets the correct scene for continued success.
  • Coaching Models and Effective Questioning
    Coaching models - GROW
    This lecture introduces the GROW model of coaching and explains how the process and elements fit together to turn a conversation into a structured developmental discussion.
    The GROW model additional information
    Additional text information to support your understanding of coaching the GROW coaching model
    Coaching models - OSCAR
    This lecture adds to your repertoire of coaching models by exploring the elements of the OSCAR model.
    Coaching models - OSCAR - Additional information
    Additional text information to support your understanding of coaching the OSCAR coaching model
    Effective questioning
    This lecture gets to the heart of the coaching tool kit by looking at the nature of coaching questions and how they differ from other types of questioning.
    Effective questioning - Additional information
    This section gives additional text information to support and expand your understanding of questioning and adds a range of questions that you can print.
    Coaching conversation
    A coaching conversation that demonstrates some of the processes and approaches discussed so far.
  • Attributes and Skills of a good coach
    Attributes and skills of a good coach
    This section explores some of the attributes that are demonstrated by good coaches.
    Attributes of a good coach
    Additional text information to support your understanding of the use of the attributes of a good coach.
  • Goals, Outcomes and Barriers
    Factors affecting goals
    This section looks into some of the things that can influence the goals that a coachee is able to identify for the themselves and the sorts of goals they may come to you with.
    Eliciting goals
    This section looks at the approaches to eliciting the goals with the coachee. It is an essential part of the process and can hinder development if the goal is not explored sufficiently.
    Elicit appropriate goals and outcomes with a coachee
    Additional text information to support your understanding of how to elicit goals and outcomes with a coachee.
    Barriers to development
    This section recognises some of the common barriers to coaching and the importance of being aware of these potential barriers.
    Barriers to development - additional text
    Additional information to support the recognition of barriers to coaching.
  • Action Plans
    The pre coaching plan
    This section explores some of the initial paperwork that can be used to assist in the planning of the coaching session.
    The performance wheel
    The wheel of performance is a tool used in coaching to help elicit the focus of the conversation.


  • Business Coaching
  • Career Development
  • Human Resource (HR) Management
  • Interpersonal

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