Coaching is a tool

used by leaders

to

of their people so that these

people can bring greater value to
the people and entities they
 Coaching
A coach helps the employee to
improve self-awareness, set goals,
work toward them, and improve
specific aspects of performance.
Coaching relationships usually have a
starting and ending point. Meetings
between coach and employee are
typically structured and scheduled,
and focus on specific developmental
or leadership issues.
Mentoring
Mentoring helps to shape a professional’s
values and beliefs, typically from the point of
view of someone in the industry (or same
company) who has “been there and done that”
and is willing to share wisdom amassed over
the years.
The mentor relationship is an ongoing
relationship that lasts for years or even
decades. It involves informal sharing of
information when the mentee needs support,
guidance, or advice. Mentors are often more
experienced versions of their mentee, working
in the same profession, or even in the same
company. The focus of mentoring is
development of the mentee’s career and
personal development.
Managers and Coaches are not the same thing. However,
managers do often play a coaching role for their employees.
A coach plays a more consultative, employee-focused role
that supports employees looking at their future.
Coaches focus on asking questions to help the employee
uncover the root of a problem and come up with an action
plan themselves, rather than telling the employee the plan to
follow.
Coaching can improve productivity, morale, and job
satisfaction and make team members less dependent on you
to solve their problems for them.
Coaching is the quickest and most
effective method of developing
members of staff.

Good coaching skills and

performance management lead to
self-motivation and an attitude
that is oriented towards solutions
and continual improvement rather
than problems and avoidance.
This course helps turn managers
into effective coaches.
 Coaching Skills all Managers Need
1. Professional Foundations:
This involves a coach’s ability to meet professional and ethical
standards.

They should be able to start from a clear place where their

employees know what they are in for, and in particular, the
difference between coaching and therapy, mentoring, and
similar.
 Coaching Skills all Managers
Need
2. Relationship Co-creation:
All coaches should be able to develop trust and professional
closeness with their clients, which creates a psychologically safe
climate for their ongoing work together. It includes providing
support, respecting boundaries, commitments, and being
genuinely concerned for their well-being.
 Coaching Skills all Managers
Need
3- Build Genuine Trust
Good coaches connect with everyone in the team. That means
moving beyond the superficial to understand individual
strengths and weaknesses. For your team to respond well to you
as a coach, they must trust you.
After all, you’re asking them to open enough to discuss how
they can maximize their potential.
 Coaching Skills all Managers Need
4. Promoting Learning and Outcomes
To move towards results, coaches often need to shift a client’s
perspectives or help them reach new understandings. Usually, this
involves creating awareness in the coachee around circumstances,
emotions, and perspectives, for instance, where an employee’s
perceived barriers are not grounded in reality. A coach can then help
plan goals and design actions that will take the client toward their
desired outcome.
 Coaching Skills all Managers
Need
5- Observation Skills: 
A coach must be able to see and understand what the
coache is currently doing and/or is capable of doing.
Observe how they handle problems, their creative-
thinking strategies, how they see challenges, their
communication skills with others, how they respond under
pressure - thoughtfully or impulsively - ….etc
By observing them, a coach can notice strengths and
development areas and then build up a picture of how
coaching can assist them in leaching their potential.
 Coaching Skills all Managers
Need
6- Analytical Skills 
A coach needs to be able to determine where the employee is
falling short and what changes may need to be made. Thinking
analytically is something that can be developed over a period of
time.
Situations where analytical skills can be used could include
troubleshooting problems, creating data analysis, …etc
How to Best Improve Your Coaching Skills. ?
Experience is usually the best way to improve your coaching
skills.

As with any learning process, enhanced performance starts

with AWARENESS– what do you view as your strengths? What
are the points that you’d love to develop?

It’s possible to speed up your progress by consciously

practicing Effective Techniques.
 Coaching Techniques all Managers Need
1- Goal Setting
The first important coaching skill to possess is the ability to bring
about clear, achievable, well-defined and motivating goals from
your coachee. The right goals and milestones guide the actions and
focus the coachee’s energies on a clear objective.
A proven goal setting technique like SMARTER is a good choice.
Another important skill of a great coach is to be able to reframe
problems as solutions. So whenever your clients tell you about a
problem, ask what needs to happen to solve this problem.
 Coaching Techniques all Managers Need

 Helping a coachee design appropriate goals is a

critical motivational technique in itself.
 Ensuring goals are appropriately challenging –
overly-simple goals are dull, while excessively difficult
goals are overwhelming;
 Making them explicit and actionable;
 Building in rewards and feedback to sustain
momentum;
 Breaking them down into sub-goals and charting
a pathway for success;
 Coaching Techniques all Managers Need
2- Actively Listening
A great coaching skill is to actively listen to the coachee, gather
information and afterward filter and clarify it.
An active listener is neutral, non-judgmental and engaged. So try to
be as objective as possible, give each client your full attention and
show genuine interest.
Active listening contains:
Repeating meaningful words or sentences you show your coachee
that you really understand what’s important to them and that you
truly understand them
 Coaching Techniques all Managers Need

A good way to gain trust is to demonstrate that you are actively

listening. This, means fully concentrating on what is being said, and
actively stating that you understand their perspective. Hold one-
on-one meetings and, during your discussion, take note. Then give
an accurate summary of what your employee has told you (rather
than just repeating your end of the discussion). This shows that
you’re genuinely interested in what they have to say, and invested in
their personal development.

  Active listening is an essential skill that so many leaders lack.

Coaching Techniques all Managers Need
Coaching Techniques all Managers Need
 Coaching Techniques all Managers Need

1. Pay attention:
One goal of active listening and being an effective listener is to set a
comfortable tone that gives your coachee an opportunity to think and
speak.

Allow “wait time” before responding. Don’t cut coachees off, finish their
sentences, or start formulating your answer before they’ve finished.

Pay attention to your body language. Be focused on the moment, and

operate from a place of respect as the listener.
 Coaching Techniques all Managers Need

2. Withhold judgment.
Active listening requires an open mind. As a listener and a leader, be
open to new ideas, new perspectives, and new possibilities when
practicing active listening. Even when good listeners have strong
views, they suspend judgment, hold any criticisms, and avoid
arguing or selling their point right away.
 Coaching Techniques all Managers Need

3. Reflect:
When you’re the listener, don’t assume that you understand your
coachee correctly — or that they know you’ve heard them. Mirror your
coachee’s information and emotions by periodically paraphrasing key
points. Reflecting is an active listening technique that indicates that
you and your counterpart are on the same page.
For example, your coachee might tell you,“Ahmed is so loyal and
supportive of his people — they’d walk through fire for him. But no
matter how much I push, his team keeps missing deadlines.”
To paraphrase, you could say, “So Ahmed’s people skills are great, but
accountability is a problem.”
 Coaching Techniques all Managers Need

• 4. Clarify.
• Don’t be shy to ask questions about any issue that is ambiguous or
unclear. As the listener, if you have doubt or confusion about what
your coachee has said, say something like, “Let me see if I’m clear.
Are you talking about …?” or “Wait a minute. I didn’t follow you.”
• Open-ended, clarifying, and probing questions are important active
listening tools that encourage the coachee to do the work of self-
reflection and problem solving, rather than justifying or defending a
position, or trying to guess the “right answer.”
 Coaching Techniques all Managers Need

4. Clarify.
The emphasis is on asking rather than telling. It invites a thoughtful
response and maintains a spirit of collaboration.
You might say: “What are some of the specific things you’ve
tried?” or “Have you asked the team what their main concerns
are?” or “Does Ahmed agree that there are performance
problems?” and “How certain are you that you have the full picture
of what’s going on?”
 Coaching Techniques all Managers Need

5. Summarize.
Briefly summarize what you have understood while practicing active
listening, and ask the other person to do the same.
Giving a brief restatement of core themes raised by the coachee
might sound like: “Let me summarize to check my understanding.
Emma was promoted to manager and her team loves her. But you
don’t believe she holds them accountable, so mistakes are accepted
and keep happening. You’ve tried everything you can think of and
there’s no apparent impact. Did I get that right?”
Restating key themes helps both parties to be clear on mutual
responsibilities and follow-up.
 Coaching Techniques all Managers Need

6. Share.
Active listening is first about understanding the other person, then
about being understood as the listener. As you gain a clearer
understanding of the other person’s perspective, you can begin to
introduce your ideas, feelings, and suggestions. You might talk
about a similar experience.
As the coach, continue to query, guide, and offer, but don’t dictate a
solution. Your coachee will feel more confident and eager if they
think through the options and own the solution.
 Coaching Techniques all Managers Need

To boost your active listening skills and put your active listening
skillset into practice, try these helpful tips:
Limit distractions. Silence any technology and move away from
distractions so that you can pay full attention to the other person.
Take note of the person’s tone of voice and body language as well.
Pay attention to what is being said, not what you want to say. Set
a goal of being able to repeat the last sentence the other person
says. This keeps your attention on each statement.
 Coaching Techniques all Managers Need

Be okay with silence. You don’t have to always reply or have a comment. A
break in dialogue can give you a chance to collect your thoughts.
Encourage the other person to offer ideas and solutions before you give
yours. Aim to do 80% of the listening and 20% of the talking.
Restate the key points you heard and ask whether they are accurate. “Let
me see whether I heard you correctly…” is an easy way to clarify any
confusion.
 Coaching Techniques all Managers Need

Being a strong, attentive listener will help you be a strong leader as

well. Your co-workers and direct reports will respect you more, and
you’ll likely see improvements in your relationships with them as a
result. If you work to develop your active listening skills, you will not
only become known as a good listener, you will become a better
leader as well.
 Coaching Techniques all Managers Need

3- Looking and Observing:

Besides actively listening to the words of your coachee, you shouldn’t
forget to read the gestures, take in the emotions and thoughts and
read between the lines.
 Coaching Techniques all Managers Need

4- Build rapport and demonstrate empathy

Another very important coaching skill is to show your client that you
truly understand her. By actively listening and observing empathy
develops naturally. It’s about connecting with your client without
judging and being self-focused. Empathy builds trust and is an
important element of a great coaching relationship.
Don’t just follow a framework of a coaching process. Every client and
process is individual and so is the need for support. Try to find out
what could help your client to achieve her goal faster or to find a
sustainable solution for her problem.
 Coaching Techniques all Managers Need
5- Curiosity:
The difference between knowing (or assumptions) and discovering is
curiosity. Another basic skill good coaches possess. Try not to judge
and to stay as objective as possible while you find out what truly
matters to your client.
Show a genuine interest in his/her goals or problems and stay in the
moment instead of being focused on the next question or technique
on your agenda. A valuable skill is to keep interruptions to a minimum
but at the same time keeping the conversation focused and on-target.
 Coaching Techniques all Managers Need
6- Provide a Structure (Guideline) throughout the process
A coach supports his/her clients in achieving a specific goal or to find solutions
to a situation they are in. Usually, this is not a one-time event but a process that
takes time. The session is used to find new solutions, inspiration, and to think
about the action steps the coachee has to take before they achieve their goals.
The real work starts after the session where the coachee has to implement the
learnings from a session into his/her daily life. In theory, this is often easy, but
there will always be (unforeseeable) roadblocks or distractions which make
taking these steps harder than it seems.
As a great coach, you know about this fact and prepare your coachee for it.
Don’t leave him/her alone after the session and provide a guideline or
framework throughout the coaching.
 Coaching Techniques all Managers Need

7- Give Feedback:
Giving Feedback the right way is another essential coaching skill.
Feedback should never be arrogant or used as a vehicle to show your
client „you know better“ or you’re the expert. It should be clear,
relevant, constructive, solution-focused, positive and motivating.
The goal is not to make the client feel bad about what she’s doing
but more to help her find solutions and new ways to improve and do
better. Providing feedback the right way is a great vehicle to build
trust with a client.
 Coaching Techniques all Managers Need

7- Give Feedback:
The sandwich feedback method
consists of praise followed by
corrective feedback followed by
more praise. In other words,
the sandwich feedback method
involves discussing corrective
feedback that is “sandwiched”
between two layers of praise.
 Coaching Techniques all Managers Need

8- Ask (the right) questions at the right time

Asking powerful questions is one of the most important coaching
techniques. The right questions help your clients to get clear on
their goals, as well as to find answers and solutions to their
problems.
Knowing the right types of questions and ask them at the right
time is the key to a successful coaching process.
 Coaching Techniques all Managers Need

9- Constantly Evaluate
Coaching Evaluation is a systematic way to determine the outcome
of effective coaching. Coaching is a dynamic and individual process.
A coachee’s plans and goals are never static because development
and change never stop. Goals will and should change and evolve
during a coaching relationship.
To manage the upcoming deviations it’s important to monitor and
evaluate the ongoing process continuously. This helps to easily
determine whether adaptive action and additional guidance are
required. 
What is Coaching Evaluation?
Evaluation is used to measure the expected changes and impact of
the coaching over time. Evaluation is important to determine if your
coaching is on track to meet the clients desired outcome, to
understand “what works” and to identify if the coaching is meeting
the expected changes and impacts.
A good coach depends on being able to help the coachee achieve set
goals and outcomes during the coaching process. But every coachee
is individual and it’s in the nature of coaching that different coachee
get different things out of our service. This has a really big impact on
evaluation, in that no set absolute criteria for results can be
established across all our coachees. This fact makes the combination
of monitoring and evaluation such a powerful tool for offering high-
quality coaching.
 Coaching Techniques all Managers Need

How to measure coaching effectiveness

Monitoring is a process for systematically and continuously
collecting information during the coaching process. It includes the
ongoing documentation (done by the coachee) and the tracking of
experiences when implementing the action steps s/he agreed to
take.
Monitoring in coaching includes collecting information to assess the
coaching’s performance and the progress toward intended changes
and goals. Measuring coaching effectiveness through the help of
monitoring makes it very easy to find out to find out whether
circumstances during the process have changed or evolved.
 Coaching Techniques all Managers Need

Monitoring enables a continuous

assessment of all the single steps the
client has taken. When done on a
regular basis it will help you answer
questions evaluating the effectiveness
of the coaching.
Adjusting the next steps to the client’s
needs becomes. Monitoring a client’s
progress can significantly improve the
long-term success rate of your clients
and the quality of your coaching.
 Coaching Techniques all Managers Need
10- Regular Check-ins
This is more a habit instead of a coaching skill, but it ensures that you always provide high quality and
powerful coaching to each of your clients.
Let your clients complete a short questionnaire before and after each coaching session. This helps both
you and your clients to recognize their progress and success since the last session and ensures the
understanding of each other. It’s also a perfect way to check if the client is happy with the coaching or
if there’s something she wishes to be different in the next session.
 
Use tools to check in whether the client has taken and to find out if there were roadblocks and what
they’ve been struggling with. It shows you what bothers them most at the moment and what they
want to focus on during their next session. At the same time, you’ll find out what has been working
and what hasn’t so you can adjust your coaching to your clients’ needs.
 
Regularly check whether milestones and goals have been reached. It sounds pretty obvious but
sometimes we don’t realize our progress until we take a step back to see what has already been done
and achieved. This provides motivation to take the next steps and keep going.
 Coaching Techniques all Managers Need

11- Encouraging a Positive, Growth Mindset

Coaches themselves can bring a positive mindset to their coachees. By
supporting a growth mindset in coachees, they can enhance their motivation to
improve and develop their capabilities. When coachees are focused on learning,
when passion and dedication drive effort, they are better able to overcome
obstacles along the way.
A supportive coach who encourages clients to develop a growth mindset can
help them accept their shortcomings and any mistakes they make on their
journey, boosting their self-confidence and pushing them to implement their
intentions for improvement.
 Coaching Techniques all Managers Need

12- Developing Resilience

Setbacks are part of life – they are frequently a part of an individual’s
coaching journey. Resilience is the ability to be flexible and adapt when
challenges arise, helping them back on track when they are knocked
off course.
Coaches should:
 Help clients use critical thinking and identify perceived obstacles
to goal achievement;
 Assist them in learning from past mistakes, providing tactics and
strategies for the way forward;
 Coaching Techniques all Managers Need

13- Establishing teams

The manager must be able to create and
motivate successful teams for a positive
corporate culture and a productive
workplace environment. 
Teaching your employees about the
importance of communication, respect,
collaboration and empathy will go a long
way in forming teams from individual
employees.
 Coaching Techniques all Managers Need

14- Collaboration
• Leaders must know how to work effectively together with their employees, and
thereby teach them to work collaboratively together. 
• Learning about group think, and finding strategies that promote group learning
is highly advantageous when it comes to effective coaching.
Coaching Techniques all Managers Need
 Coaching Techniques all Managers Need

15) Communication
Another vital skill is the ability to clearly and informatively voice your
opinion in order for others to understand what you’re trying to say.
It also involves learning which communication styles work best for
employees, such as verbal or non-verbal or visual.
 Coaching Techniques all Managers Need
16) Emotional Intelligence:
• Emotional intelligence (EQ) describes the ability to understand the feelings of
others, and properly react to them. 
• Coaching sessions can be stressful and frightening for employees, and
managers must have the skills to calm them down and make them feel certain
in their abilities.
• It takes real skill and emotional intelligence, however, to get to the heart of
what’s holding an employee back and identify solutions that they are
confident in trying.
• We’ve included emotional intelligence in our list of coaching techniques
because putting yourself in your team member’s shoes and understanding
their personal success barriers is key to devising strategies to help overcome
them – surely one of the most important roles of a coach.
    Self-Awareness:
• The skill to recognize and understand your emotional self-awareness, your moods, emotions
and drives - being aware of what you're feeling (happy, sad, excited, worried, anxious,
frustrated, angry...). Given your emotional state, it is knowing what you should or shouldn't do
or say next. It leads to; self-regard: to accurately perceive, understand and accept oneself,
assertiveness: to effectively and constructively express one’s emotions and oneself,
independence: to be self-reliant and free of emotional dependency on others and self-
actualization: to strive to achieve personal goals and actualize one’s potential
  Self-Regulation:
• The ability to control or redirect disruptive impulses and moods, and choose the actions you
want to take. Self-regulation is about your ability to manage your emotional state. Do not
confuse this with ‘burying’ or ‘stuffing’ your feelings. It includes the ability to transform
negative and draining emotional states into positive, productive ones; to suspend judgment
and think before acting.
  Motivation:
• Intrinsic (internal) motivation is the passion to work for reasons that go beyond money or
status. It’s the ability to leverage your emotions to take positive action and to pursue goals.
Using your emotions to be positive, optimistic and look at the brighter side of life., confident,
and persistent rather than negative, pessimistic or judgmental of yourself and/or your
decisions, intrinsic motivation is often referred to as self-motivation. It leads to a general good
mood which is the core of self-motivation. Most importantly, it leads to happiness: To feel
content with oneself, others and life in general.
  Empathy:
• The ability to listen effectively and accurately recognize the emotional state of others. This
does not necessarily imply agreement, but an understanding of the situation from their point
of view to improve communication, problem-solving, and trust.
  Social Skills:
• The proficiency to manage relationships and grow networks by first recognizing and managing
your feelings in relation to the emotions of others. The ability to show sincere care (vs.
‘required courtesy’) for others and the group as a whole. Through word and deed, social skills
demonstrate an appreciation for peoples' efforts and contribution. This is about setting a
positive tone of cooperation no matter how difficult the situation or conversation while
keeping everyone’s best interests in mind.
• Emotional intelligence tells us that moods are contagious. People can get 
hijacked by their emotions and allow those emotions to affect not only their actions but also
their decisions. In other words, our emotions could lead to our downfall, but learning to
control them, understand them, and leverage them can lead to great success.
• Learning to be aware of your own emotions and the emotions of other people, you’ll be more
flexible. You’ll also be able to direct your behavior in positive directions and better manage
your interactions with others.
•
 Positive Impact
on Business

Developing and using Emotional Intelligence skills offers a

set of core abilities that positively impact business results:
Goleman found in his studies that the qualities typically associate with leadership — such as intelligence, determination, and
vision — aren’t good enough. The best leaders also have high levels of self-awareness, empathy, motivation, social skills, and
self-regulation. In other words, they also have high emotional intelligence.
 Positive Impact
on Business
• Emotional intelligence matters because so much of business and life
depends on relationship building. Today, emotional intelligence is
important in fostering leaders, developing employees, and hiring.
Not everyone is innately capable of understanding their own
emotions, applying those emotions to tasks and problem solving, or
perceiving and influencing others’ emotions. Fortunately, emotional
intelligence is a skill that can be cultivated with time and practice.
 Positive Impact
on Business

• Engagement/Motivation/Empowerment: People with high EI skills

positively impact every person they contact, serving as role models of
excellent performance.
• Team Performance: People with high EI quickly establish and grow
relationships, not letting anxieties and frustrations get in the way of
efficiently solving problems.
 Positive Impact
on Business
• Creativity & Innovation: People with high EI skills calm and clear their
minds quickly and easily, opening the path for insight, intuition, and
creative/innovative ideas.
• Talent Retention: Leaders with high EI skills have shown to be the
most effective managers, the person for whom people want to work.
• Employees with emotional intelligence are better able to
communicate and more effectively relate with coworkers, solve
problems, manage change and build trust.
 Positive Impact
on Business
• Customer Satisfaction: Excellent customer service is based on sincere care. People
with high EI skills take care of themselves and extend sincere care to others.
• Difficult Clients/Teams: Developing EI skills increases the understanding between
individuals and minimizes conflict that results in time wasted arguing.
• Personal Productivity: EI skills allow people to think more clearly under pressure,
eliminating time wasted by feelings of anger, anxiety, and fear.
• Time Management: People with high EI skills do not waste time worrying, arguing
or second-guessing themselves; they choose productive behaviors.
• Stress Reduction: High EI professionals recognize internal tension, possess in-the-
moment awareness, and use techniques to gain calm and focus.
 Negative Impact
on Business
• Unproductive and inappropriate emotional reactions (lack of EI skills)
in business are widespread and significant. Lack of emotional
intelligence skills by executives and employees at all levels can lead to:

•   Negative organizational climate/culture, a disengaged workforce

•  Inability or resistance to change leading to lack of innovation and
creativity.
•   Reduced or missed revenue
 Negative Impact
on Business
•  High cost (loss of high potential talent/employee turnover,
decreased productivity)
•   Decreased customer satisfaction and customer loyalty
•   Workplace violence
•   Increased stress and healthcare costs
 Coaching Techniques all Managers Need

17- Discuss Your Expectations

You may consider that your employees should be ready to implement a new
procedure after one training with minimal supervision, but your staffers may not
realise that’s your expectation at all.
It’s imperative to be on the same page and discuss your expectations for the
coaching session together with your team.
They may tell you right off the bat what is realistic and unrealistic, and you can
adjust expectations accordingly.