How to Coach

The Coaching Consultancy

   Coaching and Training Q&A

Coaching gave me the distance to focus on the crucial aspects of my career advancement.

Personal Trainer, Sports.  

A study conducted in 1997 concluded that coaching and training combined produced a productivity increase of 88%, while training alone produced increases of 22.4% (Olivero, Bane & Kopelmann; Public Personnel Management, Washington.)
Q: Why should we offer training to our staff?
  An organisation usually wants to increase the skill set of staff and prepare recently promoted staff to “hit the ground running”. However, many staff now expect their employer to include ongoing development as part of their career, simply to keep their skill set marketable in an uncertain world. Therefore, the need to offer training is essential on both sides of the equation: firstly to ensure that staff competence keeps up with the competition; secondly to recruit and retain the best people. Staff want to know that their intellectual capital will continue to grow throughout their career.

How are your courses different?


Traditional training courses often produce a “ra-rah” effect where attendees leave motivated and positive. However, it is not an uncommon occurrence, on asking an attendee a few weeks later if they have implemented any of their new learnings, to hear, “the course was super. I must get around to using that stuff some day, but I am so busy...” By including coach training as part of the skill set, not only do people learn the additional benefits of the coaching approach, but they are effectively “coached” during the courses to adopt the learning to fit their own style.

Q: Will your trainers have a practical background in the subject being taught?
  Yes. For example, our “Sales as Coaching” courses are presented by successful and experienced sales people who are also experienced and trained coaches. “The Manager as a Coach” courses are presented by experienced managers who have also trained in coaching and leadership development. We believe that good coaching includes mentoring.

Q: What is the difference between coaching and mentoring?
  In our view, a mentor has “trodden the path”, and seeing the qualities that make someone successful in a certain field is, in itself, a valuable part of the learning experience. Mentoring also focuses on tasks. Coaching is a specific discipline that uses active listening skills along with performance enhancement techniques. A good coach will have had a significant amount of coach-specific training as well as a lot of experience actually coaching people.

Q: So what is special about your approach to training?
  We create programmes which integrate coaching and training so that the attendees get performance improvements that actually happen. Furthermore, as the trainers are also expert coaches, the attendees also learn how business coaching techniques can be used to improve performance within organisations.

Q: “Coaching Culture” is a popular buzz phrase at present. What does it mean?

We believe “Coaching Culture” means that once an organisation embraces coaching it finds out that good managers and leaders are effectively good coaches. In a competitive business world, changing the core of an organisation so that “getting the most out of people” is seen as something that is done by supporting them, requires a significant change as to how most organisations operate in reality.

World class organisations such as Microsoft have integrated coaching into most parts of their structure. These organisations know that we are living in a dramatically shifting period of history. Without upgrading the culture that drives them, organisations stuck in “old cultures” may be doomed sooner than they think.

Q: How can we implement a Coaching Culture and what are the benefits?
  We have devised a range of solutions with our clients for this type of change management solution. Typically, we design a bespoke solution for a client to fit in with the company’s values and vision, along with any recent training or change management initiatives.

One multi-national company asked us to implement a coaching culture in their global finance departments. This was done by running a tailored version of our Manager as Coach module, creating national project groups which would design and implement a change process to present to the Board two months later. During this period we provided individual and team coaching and ensured that the projects were conducted using a “coaching approach.” The benefits included a significant decline in staff turnover within the department and staff becoming more self motivated, taking increased responsibility for their work.

Another company asked us to facilitate their Board of Directors on a two-day off-site event to focus on strategic direction for the next five years. We then ran a one-day event for all UK staff, to present the strategy and get feedback in the morning session, along with a values and mission workshop in the afternoon. Staff surveys before and after these events showed an increase in satisfaction and motivation; many of the staff said words to the effect, “we now know where we are going and what we stand for.”

Q: Do you offer public programmes as well as in-house training.
  The Coaching Consultancy only offers in-house training solutions. However, public courses are offered through our sister organisations:     NLP and Coaching certified training   Presentation and communication skills training.


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