26. The Manager as Instructor, Coach and Counsellor ( 2 Days, separated by 14 days, 1 Day Open Learning )
WHO FOR :-
Team leaders, Training and Personnel professionals who wish to acquire or hone up their leadership, training and interpersonal skills. These to include how to Instruct, Coach and Counsel.
AIMS OF THE PROGRAMME
- To enable participants to identify with the role of the manager as an Instructor, Coach and Counsellor both in every day Leadership and one-to-one training situations.
- To equip participants with the interpersonal skills and know-how necessary to methodically Performance Coach and Train their team members.
- To provide a forum to learn and practise the reinforced or acquired skills of Instructing, Coaching and Counselling in both one-to-one Performance Coaching, and one to one training situations.
- To give managers the tools to achieve higher team and individual Job Competence, and better team motivation, performance and harmony.
CONTENTS AND METHODS
The programme is based on a series of practical leadership and training concepts which can be expanded or adapted to deal with the various situations as they occur in the workplace. Delegates will prepare for the course by completing the following:-
- A one-to-one instruction.
- Group instruction.
- Leader Behaviour Analysis questionnaire.
- Counselling style questionnaire.
THE COURSE WILL COVER THE FOLLOWING AREAS:-
- The role of the Retail manager in developing their human resource.
- How the role of Instructor, Coach and Counsellor fits in with the manager's role in today's changing world of retail.
- Situational leadership and the four types of Authority a manager can employ in both every day leadership and training situations.
- The effect on motivation when a manager is seen as an Instructor, Coach and Counsellor.
- Analysis of participants' own Leadership Behaviour (LBA) when leading and training.
- One-to-one training in action using the pre-course generated Skill Instruction Plan to instruct a colleague with an observer present.
- First principles of Training and Learning.
- The effect of Attitude, Behaviour and Habit on learning.
- Kolb's learning cycle explained.
- The four learning modes of Discovery, Role, Rote and Reasoning.
- How people remember and forget and its implications for training and learning.
- How to prepare for one-to-one training using a five stage Skill Instruction Process. (SIPs)
- Preparing Skill Instruction Plans. (SIPs)
- The benefits to the organisation, the manager and staff when the leader is seen as an Instructor, Coach and Counsellor.
- The interpersonal skills of training (post day one preparation):
- Active Listening
- giving and receiving Constructive feedback
- Establishing agreement using:
- Reverse Empathy
- Moral Levers
- Self-disclosure and Assertiveness.
Day 1 & 2:
Recap of the lessons learned during days 1 and the Open Learning day 2. Then continuous group work to apply the knowledge as a skill:-
- One-to-one Training in groups of 3 with observer, trainer and coach.
- One-to-one Performance Coaching and Counselling.
- Groups of three participants will be involved in one-to-one tailored Performance Coaching and Counselling case studies which will have briefs for both the coached and the manager, with constructive feedback forms for the observer.
- Team and individual performance and training evaluation and monitoring systems.
- Team Training Needs Analysis, Performance Development Plans, Personal Development Reviews and Performance and Learning Monitoring and Evaluation systems.
The benefits to both the individual delegates and their organisation through participation in this course will be to reinforce their role as a leader, trainer, Performance Coach and Counsellor. If used company wide it will help develop a common leadership language and a strong competence based culture.