Coach to Perform (Ask, Don’t Tell)
Duration |
1-Day Workshop | Classroom / Virtual
The best managers ask more than they tell.
Overview
A practical workshop that develops managers’ ability to shift from directing and problem-solving towards empowering team members to think critically, take ownership and develop solutions. Participants strengthen their coaching, questioning and listening capabilities for everyday management conversations.
Learning Objectives
Coach with purpose: Distinguish when to coach, direct, advise, or mentor, and select the approach that best fits the individual and situation.
Create ownership and accountability: Foster greater responsibility by giving team members appropriate autonomy, clarity, and accountability for their outcomes.
Listen and question effectively: Use purposeful open-ended questions and active listening to uncover challenges, encourage reflection, and improve the quality of workplace conversations.
Make development part of management: Integrate coaching into everyday interactions, feedback, and performance conversations rather than treating development as a formal review activity.
Learning Outcomes
By the end of the course, participants will be able to:
Differentiate management approaches: Differentiate between directing, advising, mentoring and coaching in workplace interactions.
Apply structured coaching: Apply structured coaching approaches to routine performance discussions.
Use effective questioning: Demonstrate open-ended questioning and active listening to encourage accountability.
Plan everyday coaching: Develop a practical plan for integrating developmental conversations into daily management.
Learning Challenges vs. Learning Impact
This table connects management coaching challenges with practical outcomes, highlighting stronger team capability, accountability, everyday development, questioning and listening.
Learning Challenge | Learning Impact |
Defaulting to directing: Managers may focus on telling and problem-solving rather than developing their team members. | Develop team capability: Apply coaching approaches that empower team members to think critically and develop their own solutions. |
Limited team ownership: Team members may not consistently take ownership or accountability for their responsibilities. | Strengthen accountability: Use coaching conversations to encourage greater ownership and accountability among team members. |
Missed everyday coaching moments: Developmental opportunities may be overlooked during routine management interactions. | Integrate coaching into daily management: Incorporate developmental conversations into everyday management rather than relying only on formal reviews. |
Discomfort with open-ended questioning: Managers may find it difficult to use questions that encourage deeper thinking and reflection. | Strengthen questioning and listening: Apply open-ended questioning and active listening to support more effective coaching conversations. |