Certificate in Workplace Coaching

Our team of senior and master coaches will work with your managers or team leaders to equip them with the knowledge, skills and confidence to perform effectively as coaches as part of their normal work role.

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Components & Qualifications

Certificate Components

  • 3 Teleclasses
  •  5 day training (3 + 2)
  • Coaching Action Plan/updates
  • Group conference call/coaching
  • Skills assessment
  • Case study
  • Reflective journaling
  • 12 logged hours coaching in workplace

Certificate Qualifications

  • NM Workplace Coach Certificate
  • Optional ILM Level 5 Certificate:
  • Certificate in Coaching and Mentoring in Management
No of Hours Likely time for Completion
75 6 weeks

Diploma Components

All of above but to include

  • 100 logged hours coaching in workplace
  • Coaching Action Plan/updates
  • Reflective journaling
  • Supervision

Diploma Qualifications

  • NM Workplace Coach Diploma
  • Optional ILM Level 5 Diploma
  • Diploma for Professional Management Coaches and Mentors
No of Hours Likely time for Completion
180 6 months

Benefits

You will continue to reap the rewards of an intelligent investment as we also offer you the continued use of our materials and offer worldwide support with our free coaching support groups, webinars, and head office student support.

To the individual:

  • clearer goals and objectives
  • greater self-awareness
  • improved ability to deal with change
  • increased confidence and self-reliance
  • improved ability to work independently
  • greater sense of responsibility, e.g. for own development increased motivation and commitment

To the organisation

As far as the organization is concerned, there are obvious advantages in having motivated employees, committed to achieving clear goals and improving performance. There should be greater productivity and more self – reliance amongst the employees, with less need for regular supervision by management.

This can be particularly helpful in organisations where employees are dispersed over a number of offices or sites and need to be able to work independently and to be self – motivating.

Coaching can be used to complement other training and development initiatives. For example, it can be used to follow up training courses and help people to implement what they have learned. Since much learning which takes place on courses can dissipate as soon as the person gets back to work, using coaching to ensure the transfer of learning can greatly increase the Return on Investment in training.

Further Benefits

Our course is also accredited by the IIC (International institute of Coaching). Courses are assessed for standards, quality and core coaching competencies, and are only accredited when they fulfil this premium criteria.

This means that your organisation can set up an account with the IIC. This will allow the purchase of memberships for employees at a discounted rate and operates as follows:

  • Actively and visibly promote the coaching profession within the workplace
  • Actively and visibly promote the development of coaching skills in the workplace
  • The opportunity to be awarded the international award for coaching excellence

Training

Our team of senior and master coaches will work with your acting managers/leaders to equip them with the knowledge, skills and confidence to perform effectively as coaches as part of their normal work role.

The program brings together the development of essential learning through enquiry and reflection, and blends the professional knowledge with experience and expertise.

Students on the course have the choice of completing it at one of two levels, Certificate or Diploma. ILM Level 7 – Executive & Corporate Coaching:

  • Developing leadership
  • Developing a coaching style of management
  • Accelerating the learning from operational activities
  • Improving communication skills
  • Improving presentation skills
  • Developing delegation
  • Improving negotiation skills
  • Developing the skilled management of conflict
  • Managing stress
  • Working with potential burnout or derailment
  • Mastering time management
  • Building an influencing strategy and influencing skills
  • Career planning

The course is structured in such a way that all students (Certificate and Diploma) complete the core elements of the course which involves study, consolidation exercises, written work, a 3 day attended workshop, teleconference lectures, individual work with a mentor coach, a skills assessment and 20 hours of coaching. Those who wish to attain the Diploma are then required to evidence further 105 hours of coaching.

Accreditation

Our courses have been accredited by the institute of Leadership & Management (ILM) with the Level 7 award being the highest possible level of accreditation they do.

What does this mean for your business?

  1. Professional support, advice and information from the leadership and management experts to
    maximise individual and team performance
  2. Professional recognition for skills and competence through existing managerial qualifications and experience
  3. A comprehensive range of membership services to support their ongoing professional development

Our Students Have Been From

Case Study: Coca-Cola, India

Training Group Size

30 people – mix of CEO, top Executives Managers and Divisional Managers.

Programme Delivered

Bespoke ‘Coaching for Managers’ and ‘Train the Trainer’ course

Objective

The organisation wanted to develop a coaching culture throughout Coca Cola and to get 200 of its Managers trained to facilitate this change of approach. The challenge it faced was that its operations are wide spread and it is very difficult to arrange any reasonable number of Managers to take time away from their work role to travel to a central location for training.

Solution

Following consultation with the organisation a bespoke ‘Coaching for Managers’ course was designed which identified the content they wished to cover in the 2 days which they were limited to.In addition to this a Train the Trainer course was designed.The Coaching for Managers was delivered twice – initially to the CEO and top management as Coca Cola were keen that they were seen to be taking this seriously and that every level of manager supported the Coaching Culture initiative. Then it was delivered to Divisional Managers who were specifically identified as potential trainers.The second group then continued onto the ‘Train the Trainer’ training where they were taught how to train others on the course that they had just experienced. The intention being that they could then deliver this training to small groups at a time working through the organisation.

Case Study: Pepsi Cola, India

Training Group Size

50 people – A mix Senior and Middle Managers.

Programme Delivered

Certificate in Workplace Coaching – 6 week programme with a 3 day workshop, inter-course assignment and 3 day workshop

Objective

The organisation had identified issues relating to the effectiveness of its management at senior and middle management level. There was too much micro-management as individuals were not being empowered to work under their own initiative. Communication in both listening and feedback needed improvement.

Solution

The Certificate in Workplace Coaching was the ideal programme for this situation.

The Managers were trained in groups of 25, and the course content was specifically tailored to address the organisational issues that existed.

The programme allowed for lots of coaching practice within the workshops with the managers able to use the inter-workshop assignment to apply what they had learned in the first workshop and discuss, evaluate and gain feedback on their experiences in the second workshop.

Case Study: Bahrain Society for Training & Development, Bahrain

Training Group Size

A mix representative of all levels of management, training and personell staff from a range of different companies. This was promoted as an ‘open’ course.

Programme Delivered

Developing a Coaching Culture (2 day workshop)

Objective

BSTD wanted to offer a short course that would develop an awareness and understanding of the key coaching skills that managers can apply in the workplace to enhance communication and achieve results.

Solution

Due to this being an open course with attendees from many different companies it could not be designed to address any specific issues of any one organisation.

The ‘Developing a Coaching Culture’ course offered a fantastic introduction to the key coaching skills, addressing listening and communication skills that are integral to good management.

It was a jam-packed two days and gave those present a chance to practice some coaching skills themselves.

Case Study: Post Bank, Poland

Training Group Size

18 people being mix of Senior Specialists, HR Managers, HR business Partners, Internal Trainers, Training Managers, Deputy HR Director, HR Director

Programme Delivered

Coaching Fundamentals + Masterclass – Short course, commencing with 3 day workshop following by self- study and 8 Masterclass days.

Objective

Coach training for HR department employees to use them as internal coaches and start to implement coaching culture within the organisation. They required sophisticated training, comprising of a full coaching overview, knowledge and variety of tools and practice.

Solution

The Coaching Fundamentals course offered a comprehensive learning experience whilst keeping the period of study to the reasonable study period of 5-6 months. The flexibility of the multi- media learning kept disruption to work to a minimal level as it only took the attendees out of the workplace for the 3 day workshop initially, followed by 1 day a month on the Masterclasses.

The client reported extraordinary improvement of relations and team work within HR Department; Significant improvement in style of communication of HR with their internal business partners; Client started to implement internal coaching procedures, coaching for sales teams and external executive coaching for Management Board.

What You Get

As far as the organization is concerned, there are obvious advantages in having motivated employees, committed to achieving clear goals and improving performance. There should be greater productivity and more self-reliance amongst the employees, with less need for regular supervision by management. This can be particularly helpful in organisations where employees are dispersed over a number of offices or sites and need to be able to work independently and to be self-motivating.

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