Coaching closes the gap between thinking about doing and doing.” – Curly Martin.
Work is constantly evolving. In such conditions, managers are challenged to provide employees with a sense of direction, feedback and guidance to their subordinates.
They need to function as a guide by the side of their juniors and not as a sage on the stage. They need to build key competencies in motivational visioning, enabling skill building, habit change and organizational alignment amongst the people they coach.

• Understand the basics of coaching, the different phases and approaches to coaching
• Person Centered Therapy Carl Rogers
• Replicate coaching conversations
• Help the coachee identify and set goals
• Understand RSI for Value Analysis
• Conduct a Motivational Interview
• Understand the dynamics and influencers of beliefs
• Prepare a Social Screening Template – 'negativators' and 'motivators'
• Analyze habit loops and dysfunctional habits
• Capture coachee's knowledge and skills through BARS
• Individual Development Plan
• Identify coachee’s Learning Styles with Honey-Mumford Learning Tool
• Manage emotions through empathy
• Understand the relevance of Deep Practice
• Handle defensiveness and deliver feedback
• Reflect on activities through journal documentation