This is the last part of the session on how to have coaching conversations. The previous part summarised essential coaching skills (see it here). In this final part of the session, the facilitator will briefly review what was discussed during the course and the participants will do a reflective activity before the session is closed.

REVIEW, REFLECT AND CLOSE

Display the slide titled – REVIEW.

SLIDE – SESSION REVIEW

After displaying the slide tell them that:

• During this session, we discussed what coaching conversations are and why they are important.
• Explored what coaching conversations looked like and how to have coaching conversations using the GROW framework.
• We also practiced how to have coaching conversations.
• Before we close the session, we will do one more thing and that is to reflect on what we are going to do with what we learned today.

Direct them to the section in their workbooks titled – REFLECT – NOTE – ACT.

WORKBOOK CONTENT – REFLECT – NOTE – ACT

Tell them to do the reflective exercise there in 5-minutes.

When the time is up, stop them and get their attention.

Then ask each participant to tell you one thing they will do from their reflection.

After that, thank them and end the session.

In this part of the session (I have been writing) on how to have coaching conversations the participants will very briefly explore some of the key skills required for effective coaching conversations. Just before this, they were involved in practicing coaching conversations (see that part of the session here).

ESSENTIAL SKILLS FOR COACHING CONVERSATIONS

Ask them this question:

What skills do you think we need to be able to have good and effective coaching conversations?

Tell them to write their answers in the chat window and give them 3-minutes to do that.

As they write their answers in the chat window read them quietly, so you don’t distract the participants.

When the time is up, stop them and read out their answers so they can all hear.

While reading their answers acknowledge each person who wrote an answer by name.

After that thank them for doing the activity and say:

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In the previous part of this session (see it here) on having coaching conversations the participants practiced using the ‘Goal’ and ‘Reality’ part of the GROW coaching framework to have a coaching conversation. In this part of the training session, they practice using the other two parts of GROW which are ‘Options’ and ‘Reality’. First, they will watch a demonstration from the facilitator before they go ahead and practice.

LET’S HAVE A COACHING CONVERSATION – PRACTICE SESSION 2

Just as you did previously, tell everyone to put off their cameras except you and the volunteer.

Then act out the ‘Options and ‘Will part of the demonstration with you acting as Debra and the volunteer acting as Dylan.

Here’s the part of the script you will both be demonstrating:

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This session is about helping people to have effective coaching conversations. In the previous part of the session, the participants explored the GROW approach (see it here). In this part of the session, the participants will practice using the first half of the GROW framework to have a coaching conversation.

LET’S HAVE A COACHING CONVERSATION – PRACTICE SESSION 1

In this part of the session, you will demonstrate having a coaching conversation with GROW and at the same time the participants will also practice having coaching conversations with GROW.

You will demonstrate each step in GROW and immediately after they also will practice that same step too.

You will demonstrate the conversation using a pre-written script in their workbooks with a volunteer participant and they will use their own scenarios for the practice.

Tell them that:

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In this part of the session I have been writing on, how to have coaching conversations, the participants will be introduced to the GROW coaching framework. Previously, they explored why some managers don’t use coaching conversations despite their benefits. You can read that part of the training session here.

REBECCA’S GROW APPROACH

Tell them that:

• One of the reasons managers may not use coaching conversations is because they don’t know where to start.
• So, how did Rebecca know how to start when she had her coaching conversation with David?

Ask them if they have any ideas about how Rebecca knew how and where to start her coaching conversation with David.

They should put their answers and suggestions in the chat window.

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This is the continuation of the session I have been writing on how to have coaching conversations. The previous part of the session answered a key question which was – What do coaching conversations look like. You can read that part of the session here.

In this part of the training course, participants will discuss why some managers don’t use coaching conversations despite their benefits.

WHY DON’T MANAGERS USE THEM?

Next, ask them a quick question using a poll.

Tell them that you have a quick poll question for them to find out why they think managers don’t use or don’t like having coaching conversations.

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This is the continuation of the virtual training session I have been designing on how to have coaching conversations. The previous part of the session which focused on why we should have coaching conversations can be accessed here. This session is suitable for new managers, team leaders, and first-line managers. In this part of the session, participants will discuss what coaching conversations look like.

WHAT DO COACHING CONVERSATIONS LOOK LIKE?

Next, tell them that:

• Now, we want to start exploring what coaching conversations look like in practice.
• You will read two conversations in your workbooks and decide which of them looks more like a coaching conversation and why?

Direct them to the section in their workbooks titled – WHICH ONE IS IT?

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I’ve been designing a session titled ‘How to have coaching conversations’, which is particularly suitable for frontline managers and team leaders and other managers too. In the previous part of the session, the participants explored what coaching conversations are (see it here). In this part of the session, the participants will discuss why coaching conversations are important.

WHY SHOULD WE HAVE COACHING CONVERSATIONS?

Display the slide titled – WHY?

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I’ve just started writing a session on how to have coaching conversations aimed at team leaders and frontline managers. In a previous post, I introduced the learning objectives for the course (see that here). This part of the course will focus on exploring what coaching conversations are.

WHAT ARE COACHING CONVERSATIONS?

Display the slide titled – WHAT IS A COACHING CONVERSATION?

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