Cambridge
Academy
In London

Introduction

This course equips leaders and managers with practical coaching skills to develop people, improve performance, and strengthen engagement—using clear coaching conversations, powerful questions, and consistent follow-through.

Course Objectives

By the end of this course, participants will be able to:

·        Understand the difference between coaching, managing, and mentoring

·        Use a simple coaching structure for day-to-day leadership conversations

·        Ask powerful questions and listen to unlock ownership and solutions

·        Coach performance, accountability, and behavior change respectfully

·        Build coaching habits that sustain growth and results

Target Audience

This course is designed for:

·        Managers and senior leaders

·        Team leaders, supervisors, and project leads

·        HR/OD professionals supporting leadership development 

Course Outlines

Day 1: Coaching Mindset and Core Skills

·        What coaching is (and what it is not)

·        Manager-as-coach: when to coach vs direct

·        Core skills: listening, curiosity, empathy, clarity

·        Activity: Self-assessment of your current coaching style 

Day 2: Coaching Conversation Structure

·        A simple model (e.g., GROW): goal, reality, options, way forward

·        Contracting the conversation: purpose, time, outcomes

·        Turning vague issues into clear coaching goals

·        Exercise: Practice a 10-minute coaching conversation using a template 

Day 3: Powerful Questions and Deep Listening

·        Question types: open, probing, clarifying, reflective

·        Listening for facts, emotions, patterns, and assumptions

·        Building confidence and ownership through language

·        Workshop: Question practice using real workplace scenarios 

Day 4: Coaching Performance and Accountability

·        Coaching for results: commitments, measures, and follow-up

·        Feedback tools: SBI/STAR, feedforward, and check-ins

·        Handling resistance, excuses, and difficult emotions

·        Case practice: Coach an underperformance scenario and agree actions

Day 5: Coaching for Growth and Sustainable Habits

·        Coaching development: strengths, stretch goals, career growth

·        Embedding coaching routines: 1:1s, team check-ins, retrospectives

·        Measuring impact: progress, engagement, and performance indicators

·        Action planning: personal coaching plan for the next 30–60–90 days