Leadership Training

Essential Coaching Skills Training Workshop

Needs Analysis

New stakeholders observed leaders on the floor and determined that while the managers were operationally adept and considered themselves “people managers”, they were providing rudimentary coaching to their teams. Essentially, they were being held back by a “culture of nice” and shying away from constructive feedback.

Training Goal

To replace the “culture of nice” with a “culture of coaching”. To provide a safe zone for leaders explore the psychology of coaching and to practice interpersonal skills such as feedback delivery, listening, and asking questions that can lead to insight.

Training Design

I divided training into three parts, covering Building Trust, Asking the Right Questions, and Deep Listening. Since the undesirable culture of nice was so deeply ingrained in this market, I wanted to dive into the psychology of coaching, feedback, and why people are defensive by nature. This is an opportunity to establish a safe zone where leaders would feel encouraged to share challenges and face their own feelings and fears about coaching. Stakeholders desired a full day of training, so I broke it up with challenges to practice skills and interact. Scenarios that were provided were taken from both work and non-work situations. Incorporated coaching advice from expert authors Susan Scott and Adam Grant, as well as videos to illustrate over-the-top coaching examples and add comedic value.

Leadership Soft Skill Training Presentation

Leadership Soft Skill Training Presentation

Needs Analysis

With a company experiencing swift growth and change, they had several emerging leaders that needed soft skill training, especially in developing relationships with their new team. Additionally, senior managers felt that the individual business units had little occasion to interact with each other, and wanted to overcome that starting with the leaders.

Training Goal

Primary - To help new leaders develop invaluable interpersonal skills to forge strong connections with all members of their team. Secondary - To create a strong support network of peer leaders from all business units.

Presentation Design

The training was built around the concept of relationship building, and how the time you spend cultivating it now will have lasting impact on all interactions with your team now and in the future. As this company’s culture fully embraced unconventional approaches and pop culture references, I used a comedic movie and late night host James Corden’s hit series “Carpool Karaoke” to illustrate how time spent with another can break down preconceived notions of the manager - employee relationship. This training gave leaders time to collaborate on different approaches with their peers, as well as time to practice listening and interviewing skills.