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Coaching for first line managers
Published on December 31, 2017 13 min
Other Talks in the Series: The Art and Practice of First Level Management
Welcome to Coaching For First Line Managers. I'm Caroline Arnold, Associate Lecturer at University of the West of England.
Welcome to today's session. I'm going to cover: What is coaching? What are the benefits of coaching? Coaching within the spectrum of being a first line manager. What is some of the skills that you will need when coaching as a first line manager? And then I'm going to cover one theory, the G.R.O.W Model. What is coaching?
Coaching is about helping individuals set and achieve goals. Coaching is a collaboration. And the coach does not necessarily need to be a subject expert. They need to be focused on helping the individual to unlock their own potential. The coaching sessions need to be solution focused and results orientated, which will result in lasting positive change. The agenda is usually set by the coachee. This may not necessarily be the case though, if you're the first line manager and the agenda has been set by yourself, or possibly the team, or even the company.
What coaching is not. So, coaching is not teaching and training. This would involve an expert teacher or trainer who imparts their knowledge to their students. And the agenda is fixed by the trainer or the teacher. Coaching is not counselling. Counselling focuses on the past, helping the individual to overcome barriers and issues from their past and move on. An individual may go to counselling if they've experienced a death in the family and they may need help coming to terms with that grief. This is very different to coaching.