By using coaching in HR management, you will be able to increase the motivation of the employees for personal and professional development, as well as their adherence to the goals and values ​​of the company.

The training aims to use the acquired MANAGEMENT skills in COACHING STYLE to develop your employees, teams, and the company as a whole much faster and enjoy their common achievements!
The manager who uses a coaching management style does not give ready-made solutions/instructions to subordinates, but asks questions, thanks to which the employees begin to look for the answer themselves, and therefore take responsibility for the result.
People think and reason when they are asked questions, rather than objecting and arguing, as it often happens when they hear advice or recommendations.
In order for a person to find a solution for the problem, or at least to start looking for it, 3 important conditions must coincide:
  • a sense of responsibility for solving a problem
  • focused attention on the problem
  • no fear of mistake
This is what coaching style management is based on.
Imagine that a subordinate came to you with a problem. Instead of promptly suggesting the right solution to him, the manager invites him to reflect on the problem himself, taking part in it. The questions are based on coaching techniques.

The next time this subordinate, when solving a similar problem, will, — possibly! — think for themselves.

The training provides managers with additional tools for managing the motivation of their subordinates, setting goals for their employees, and ensuring the achievement of their goals, as well as a set of specific business coaching skills in managing people.
Using coaching (internal or external) when interacting with employees:
  • accelerates the development of the company
  • forms a successful team
  • reduces conflict, etc.
The result of using coaching is always positive if it is aimed at people who truly want to achieve something. But, like any other “tool” of this kind, coaching is of little use for people who are passive, apathetic, or the ones full of complexes and stereotypes (read who will not be helped by coaching?). That is, of course, it will help someday, but the speed of achieving the result does not justify the resource investments.

Training objectives:

  • What is leadership in the business coaching style and what are its benefits?

  • A set of specific business coaching skills in people management

  • A set of specific skills to conduct effective coaching-style conversations with your subordinates

  • A set of additional tools for managing the motivation of subordinates

  • A set of specific skills, that help to encourage employees to self-reflect, give open feedback, and help with development

  • How to find common ground and support with difficult and experienced employees

  • To be able to use additional staff resources to achieve goals