Coaching Skills Training Course for Managers

The content and duration of the coaching skills training course for managers will vary based on the identified learning objectives, the experience and the roles of the participants and duration required. Examples of modules that can be used to build a programme are detailed below.

Examples of Modules for Coaching Skills Training for Managers

  • Module 1:  Coaching in context.  This module will discuss the role of coaching at work, the benefits, how it can be used as a management tool to support and develop people, coaching versus management and characteristics and role of a good coach.   We will document some common reasons for resistance to coaching that will be covered as we go through the programme.
  • Coaching Skills for Managers.  In this module we will explore the essential coaching skills ofor managers discussing the importance of these skills to building the coaching relationship, supporting and encouraging the team member and overcoming resistance: Active listening; powerful questions; non-judgemental; empathy; challenging assertively; creating a supportive versus a defensive environment through supportive communication; giving and requesting constructive feedback; generating options; agreeing the development plan and encouraging constructive review and reflection.  Though these skills will be discussed here, they will be used and referred to throughout the programme.
  • Coaching Models.  Here we will explore how to use the G.R.O.W model effectively to create and implement a development plan for team members.   The participants will work in pairs using the G.R.O.W. model to practice the essential skills.  They will debrief by exploring how a supportive environment was gained or not, how they built rapport and managed the relationship, what challenges, barriers were experienced and how to overcome.  The coaching practice will be debriefed as in a real coaching session.   Other coaching models will also be covered and where to use with relevant practice sessions.
  • Managing objections and resistance. At this point we will go back to reasons for general resistance, objectives to coaching and other blocks that may be experienced during the coaching experience.  From the information covered the participants will explore options to manage and turn them into manageable actions to use back in the workplace.
  • Agreeing and developing an action plan. The previous module will lead into the development of action plans.  Here we will explore how the coach guides the team member into creating their action plan with measures and timelines, how to identify possible barriers, exploring options to manage the barriers, identifying support that may be needed and gaining commitment from the person to the plan.
  • Managing a coaching programme.  This module will explore how to support the team member in the implementation of their development plan; create an environment for reflective review of progress made and learnings; how to ensure behaviours and performance developed are maintained.
  • Action Learning:  Each participant presents their experience and current problems or challenges.  Using good coaching skills of listening and asking powerful questions the group helps their colleague further explore their situation and identify options and action plan to move forward.
  • Coaching Practice: Each person should run a few coaching sessions between training days.  It is also recommended that each participant experiences being coached.  In this way they experience firsthand positive factors and hindering factors deepening their awareness and understanding.   This can be achieved either by
  • Skill development and practice.   Discussions on implementing coaching and development of an action plan.


A variety of exercises, discussions and practices will be used. All activities will be developed based on the learning objectives, the experience and level of the participants and specific work scenarios. Every participant will discuss how they will use the content discussed to develop their skills in different situations.


Ormond Coaching and Training is based in Galway, Ireland.

We run training courses in Galway, Clare, Limerick, Mayo, Sligo, Athlone and Dublin. Please contact us to discuss your requirements.

Coaching Skills Training

Suite of training courses