Coaching Skills for HR Practioners

A comprehensive coaching programme designed to equip you with the knowledge, skills and tools to advise and coach line managers in handling the difficult situations they face.

Develop your sapiential power to become a trusted leader whose advice is sought and followed.

Embark on a transformative journey that will equip you with the ability to ask the right questions, listen actively, assess situations and use effective coaching skills to empower managers and improve workplace relations.

THE LEARNING PROGRAMME

This learning programme, specifically targeted at HR Practitioners consists of five modules:

Facilitating Skills for Managers.
The Role of an HR Practitioner as a Coach.
Contracting & the First Coaching Session.
Performance Related Coaching.
POPI Act, Final Coaching Session.

Participants are issued a Reading Workbook and an Exercise Workbook per module. They are responsible for reading and completing the exercises.

Unlike other training courses, the learning can be easily adapted to focus only on relevant content as determined by management and participants in training. Modules can be omitted if participants have had prior training.

At the outset of each module facilitators encourage participants to raise uncertainties, difficulties and issues that they would like to explore. The emphasis of the facilitator’s coaching will be on the how to of the subjects chosen. For example, how to:

Apply reading techniques to increase the speed and accuracy of reading.
Facilitate group discussions.
Make an effective presentation.
Utilise various problem-solving techniques in their role as a coach and advisor.
Assess performance fairly and objectively.
Provide constructive feedback on performance.
Use Socratic questions to get employees to think for themselves.
Listen actively – to be ‘in the moment’.
Conduct workplace coaching of managers so they in turn, can coach supervisors and employees in how to handle the various challenges they face.
Comply with coaching principles and ethical standards.
Choose and use a suitable coaching method – GROW, SPEAR, CIGAR etc.
Set and manage boundaries as an HR Practitioner and as a coach.
Screen and interview prospective coaches for the organisation (i.e. coaching panel).
Negotiate and customise a coaching contract for internal coaching.
Conduct a first coaching session with a new coachee.
Prepare for coaching sessions, including developing appropriate questions and selecting appropriate coaching tools to aid learning.
Conduct coaching sessions using a chosen coaching method.
Comply with POPI Act regulations.
Manage the termination of a coaching contract including conducting the final coaching session.
Self-reflect and maintain a coaching journal recording key points from coaching sessions.

METHODOLOGY

The methodology used in the training is highly interactive with the Facilitator using coaching techniques throughout the process. The material may be presented either:

Face-to-face on site using a series of morning workshops spaced to allow participants to prepare and implement the learning; or

Online as a series of one-hour coaching sessions, also spaced to enable participants to prepare and implement learning.

Follow-up coaching is built into the programme so each participant gets personal attention from a subject matter expert. Participants will also be entitled to receive free telephonic advice for four months after the completion of the programme, provided calls are kept to less than 20 minutes.

We have a number of experienced facilitator-coaches in all the major centres in South Africa and can assure you of excellence and consistency in the facilitation and coaching.

BENEFITS

The focus of learning is on a need-to-know basis directed at specific needs identified by the participants themselves. There is therefore greater buy-in and transfer of learning.
Management concerns are addressed and integrated into the learning process.
Compared to traditional training courses, participants time off-the-job is significantly reduced.
Improved leadership of managers through coaching by the HR Practitioner.
Improved performance of employees being coached by their managers.
Greater acceptance and credibility through trust developed in coaching sessions with managers and staff.
Enhanced communication and understanding contribute to improved employee relations.
Participants receive comprehensive notes containing model strategies, reference questions and coaching tools which they may use during and after the learning programme.

DURATION

35 hours of facilitation/coaching is required but this can be shortened, depending upon what is omitted from the learning programme.

FEES

Due to learning being specifically tailored to each client’s needs, we believe in providing quotes tailored to your requirements. However, you can expect exceptional value with each module priced affordably at approximately R1500 per participant.

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