Anticipate the objections that direct coaching skills will attract internally and answer them in advance.
Building Direct Coaching and Guidance Skills
Move direct coaching skills from general awareness to a repeatable, reviewable practice.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for direct coaching skills that managers quietly work around has already failed. People decide what the people management and development capability really means by watching who gets promoted. Buying a tool rarely fixes this part of people management and development; the underlying capability has to be built internally first. It treats direct coaching skills as an operating discipline and equips participants to run it as one. Participants gain a realistic view of what the wider people management and development agenda costs and what it returns. It is appropriate for those preparing to take on wider responsibility for this strand of people management and development. Every module pairs a short input on direct coaching skills with structured practice on the participant's own material. Practitioner evidence points the same way: this area of people management and development improves fastest where responsibility for it is named and owned. The programme ends where implementation begins, with this part of people management and development broken into steps someone can start on Monday.
Expected Learning Outcomes
Identify the failure points in direct coaching skills most likely to cause loss, and control them first.
Test the organisation's response to direct coaching skills under conditions that are less than ideal.
Handle exceptions to direct coaching skills consistently and document the reasoning.
Design a policy on direct coaching skills that is fair, lawful and actually usable by line managers.
Design the communication that makes direct coaching skills understood rather than merely announced.
Plan succession and continuity for the roles most exposed to direct coaching skills.
Who Should Attend
Learning and development officers building capability in direct coaching skills.
Employee relations specialists handling cases arising from direct coaching skills.
Consultants and advisers supporting clients on direct coaching skills.
Procurement and contracting staff whose agreements set obligations around direct coaching skills.
Reward and compensation staff whose frameworks interact with direct coaching skills.
Recruitment and resourcing staff affected by direct coaching skills.
Course Modules
Direct coaching skills: capability across the management line
2 sessions · 8 pointsSession 1Appeals and grievances arising from direct coaching skills
- Design the communication for direct coaching skills around the questions people will actually ask.
- Rehearse the briefing on direct coaching skills that would follow an incident.
- Check that direct coaching skills complies with current labour regulation in every location.
- Set escalation thresholds for direct coaching skills that work out of hours.
Session 2What your existing data already says about direct coaching skills
- Set the review interval for direct coaching skills and who attends.
- Decide what will be stopped to create capacity for direct coaching skills.
- Ask employees what direct coaching skills feels like from their side.
- Build the appeals route for direct coaching skills and publish it.
Direct coaching skills: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Getting other functions to support direct coaching skills
- Identify the data the organisation already holds that bears on direct coaching skills.
- Distinguish symptoms from causes when direct coaching skills underperforms.
- Train line managers on direct coaching skills rather than handling every case centrally.
- Confirm records relating to direct coaching skills meet retention and privacy rules.
Session 2Keeping records on direct coaching skills that are lawful and useful
- Agree the smallest change to direct coaching skills that would be visibly useful.
- State the purpose of direct coaching skills in one sentence a new manager would understand.
- Measure the effect of direct coaching skills on retention and performance, not activity.
- Estimate the cost of direct coaching skills and the cost of leaving it unchanged.
Direct coaching skills: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Building lasting competence in direct coaching skills
- Review direct coaching skills for unintended equity effects across groups.
- Define who decides on direct coaching skills and who may only recommend.
- Pilot changes to direct coaching skills in one area before wider rollout.
- Remove steps in direct coaching skills that add effort without adding assurance.
Session 2Keeping direct coaching skills alive after the initial push
- Agree the indicators that will show whether direct coaching skills is improving.
- Agree what will be standardised in direct coaching skills and what will not.
- Set the annual review point for direct coaching skills and who attends.
- Compare intended and actual outcomes of direct coaching skills honestly.
Direct coaching skills: policy design and legal footing
2 sessions · 8 pointsSession 1The exception to direct coaching skills that sets the precedent
- Review whether direct coaching skills is aligned with the objectives of the workforce.
- Establish the boundary of direct coaching skills and record what sits outside it.
- Set the consistency check that catches uneven application of direct coaching skills.
- Record what was learned when direct coaching skills did not go as planned.
Session 2The conversation about direct coaching skills managers most often avoid
- Identify the data already collected that bears on direct coaching skills.
- Compare the cost of direct coaching skills with the cost of its absence.
- Prepare the summary of direct coaching skills that senior management will read.
- Map the handovers in direct coaching skills between functions and secure them.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.