Coaching Effectiveness: Leadership Development Training.
Coaching Effectiveness: Leadership Development Training. Please visit www.ihhp.com for more information.
Content
Increasing Coaching Effectiveness
Using Emotional Intelligence to Inspire and Retain Employees
Coaching can make the difference between employees reaching their potential as high performers and remaining stagnant. Research shows that the key to retaining employees and keeping them motivated is their relationship with their direct manager. What people want most from their managers is the same thing that kids want most from their parents: someone who sets clear and consistent expectations, cares for them, values their unique qualities, and encourages and supports their growth and development. Put another way, the greatest sources of retention and performance in the workplace today are internal and emotional. Too often, managers coach only for the behaviors they want from their employees. This ignores a crucial component of what motivates people – the emotions that drive their behaviors. This program leverages the principles of Emotional Intelligence (EQ) to help managers develop two critical elements that are often missing in coaching relationships:
Emotional Connection
Emotional Connection means having a strong relationship in which the employee feels valued by the coach and the coach is able to provide honest and candid feedback. When there is a strong connection, a coach is engaged, present and is genuinely interested in the personal and professional development of the employee.
Trust
Leaders often assume that trust is simply the outcome of a series of events. Trust is a proactive choice, and coaches must understand how their habits of trusting and mistrusting can have a huge impact on their effectiveness.
Developing strong emotional connections with employees and creating more trusting relationships allows coaches to get to the emotions driving behavior, leading to increased performance and greater personal leadership from their employees.
The Key to Learning: Practice and Accountability
You are hardly ever remembered for your accomplishments in life; however, you will always be remembered for helping people reach their potential.
The quality of a training program does not matter if there is not an opportunity for individuals to practice the skill and be held ruthlessly accountable to their commitments. Our programs have been specifically designed to incorporate repetition, practice and accountability as a way to build new neuropathways; critical if we hope to add new habits to an individual’s repertoire. IHHP’s programs include assessment, training and an interactive CD-ROM, as well as the opportunity to practice skills and be held accountable to continuing growth. When these new skills are witnessed, learning becomes exciting – and contagious! A typical IHHP program provides learning over time:
Off-site Learning
2-day Classroom Training
Assessment
Webenabled 360 EQ Assessment
CD-ROM
Six week Interactive Self-study Program
Off-site Learning
1-day Follow-up Training
60 Days of Re-assessment
Ruthless Accountability
Personal Coaching
12-week Coaching Program
Increasing Coaching Effectiveness- The Program
Intended Audience
Managers and leaders who wish to increase coaching skills by developing their emotional intelligence, thereby improving their ability to connect and build trusting relationships.
Learning Outcomes
During this program, coaches will: Develop their own EQ competencies and learn to be present and engaged for all coaching opportunities – whether it’s a formal review or a one minute call from a cell phone Redefine what it means to “connect” and measure the current connection with their employees in light of the new definition Describe what needs to change to improve the connection with their employees Recognize trust as a proactive choice vs. a reactive outcome Learn where trust may be unintentionally broken and the cost associated with this Learn to recognize “coaching” moments. Too often, coaching is done when the employee is not emotionally present Learn and practice techniques to increase connection and trust, and create an action plan to improve their coaching skills
Increasing Coaching Effectiveness Special Features
Science based via extensive research studies Blended learning approach providing an opportunity for participants to practice over time Experiential exercises to increase self-awareness Facilitated group discussion to solidify concepts Grounded experience through business cases Web-based 360 Feedback of individual and team EQ (optional) Participant coaching, and Post Program e-Learning and CD-ROM self-study
IHHP Clients Include:
• Abbot Laboratories • American Express • Arrow Electronics • AstraZeneca • Avaya • Aventis • BDO Dunwoody • Bell Canada • Blue Cross Blue Shield • Canon • CIBC • Eli Lilly • Ernst & Young • Federal Reserve Bank • Franklin Templeton Investments • GlaxoSmithKline • Johnson & Johnson • Mercedes Benz • Merck • National Hockey League • Nextel • Novartis • Orlando Magic • Pershing • Pfizer • RBC Royal Bank • Red Stripe Beer • Shell Oil – Sadaf Petrochemical Company • US Army • US Navy
From our Customers:
"IHHP's Emotional Intelligence training is at the core of our Leadership Development program. We seek to develop a coaching and leadership style that can drive higher personal performance, develop authentic relationships, create teams that are more effective and minimize wasted efforts. By strengthening the leadership qualities of self-awareness, empathy, communication and ability to coach others, we sustain our continuous competitive advantage. That's the power of IHHP's programs.”
Shell Oil
CANADIAN OFFICE P.O. BOX 165, BARRIE ONTARIO, CANADA L4M 4T2 TEL: 705-792-6927
US OFFICE P.O. BOX 334 WAYNE, IL, 60184 TEL: 630-513-7390
www.ihhp.com
Using Emotional Intelligence to Inspire and Retain Employees
Coaching can make the difference between employees reaching their potential as high performers and remaining stagnant. Research shows that the key to retaining employees and keeping them motivated is their relationship with their direct manager. What people want most from their managers is the same thing that kids want most from their parents: someone who sets clear and consistent expectations, cares for them, values their unique qualities, and encourages and supports their growth and development. Put another way, the greatest sources of retention and performance in the workplace today are internal and emotional. Too often, managers coach only for the behaviors they want from their employees. This ignores a crucial component of what motivates people – the emotions that drive their behaviors. This program leverages the principles of Emotional Intelligence (EQ) to help managers develop two critical elements that are often missing in coaching relationships:
Emotional Connection
Emotional Connection means having a strong relationship in which the employee feels valued by the coach and the coach is able to provide honest and candid feedback. When there is a strong connection, a coach is engaged, present and is genuinely interested in the personal and professional development of the employee.
Trust
Leaders often assume that trust is simply the outcome of a series of events. Trust is a proactive choice, and coaches must understand how their habits of trusting and mistrusting can have a huge impact on their effectiveness.
Developing strong emotional connections with employees and creating more trusting relationships allows coaches to get to the emotions driving behavior, leading to increased performance and greater personal leadership from their employees.
The Key to Learning: Practice and Accountability
You are hardly ever remembered for your accomplishments in life; however, you will always be remembered for helping people reach their potential.
The quality of a training program does not matter if there is not an opportunity for individuals to practice the skill and be held ruthlessly accountable to their commitments. Our programs have been specifically designed to incorporate repetition, practice and accountability as a way to build new neuropathways; critical if we hope to add new habits to an individual’s repertoire. IHHP’s programs include assessment, training and an interactive CD-ROM, as well as the opportunity to practice skills and be held accountable to continuing growth. When these new skills are witnessed, learning becomes exciting – and contagious! A typical IHHP program provides learning over time:
Off-site Learning
2-day Classroom Training
Assessment
Webenabled 360 EQ Assessment
CD-ROM
Six week Interactive Self-study Program
Off-site Learning
1-day Follow-up Training
60 Days of Re-assessment
Ruthless Accountability
Personal Coaching
12-week Coaching Program
Increasing Coaching Effectiveness- The Program
Intended Audience
Managers and leaders who wish to increase coaching skills by developing their emotional intelligence, thereby improving their ability to connect and build trusting relationships.
Learning Outcomes
During this program, coaches will: Develop their own EQ competencies and learn to be present and engaged for all coaching opportunities – whether it’s a formal review or a one minute call from a cell phone Redefine what it means to “connect” and measure the current connection with their employees in light of the new definition Describe what needs to change to improve the connection with their employees Recognize trust as a proactive choice vs. a reactive outcome Learn where trust may be unintentionally broken and the cost associated with this Learn to recognize “coaching” moments. Too often, coaching is done when the employee is not emotionally present Learn and practice techniques to increase connection and trust, and create an action plan to improve their coaching skills
Increasing Coaching Effectiveness Special Features
Science based via extensive research studies Blended learning approach providing an opportunity for participants to practice over time Experiential exercises to increase self-awareness Facilitated group discussion to solidify concepts Grounded experience through business cases Web-based 360 Feedback of individual and team EQ (optional) Participant coaching, and Post Program e-Learning and CD-ROM self-study
IHHP Clients Include:
• Abbot Laboratories • American Express • Arrow Electronics • AstraZeneca • Avaya • Aventis • BDO Dunwoody • Bell Canada • Blue Cross Blue Shield • Canon • CIBC • Eli Lilly • Ernst & Young • Federal Reserve Bank • Franklin Templeton Investments • GlaxoSmithKline • Johnson & Johnson • Mercedes Benz • Merck • National Hockey League • Nextel • Novartis • Orlando Magic • Pershing • Pfizer • RBC Royal Bank • Red Stripe Beer • Shell Oil – Sadaf Petrochemical Company • US Army • US Navy
From our Customers:
"IHHP's Emotional Intelligence training is at the core of our Leadership Development program. We seek to develop a coaching and leadership style that can drive higher personal performance, develop authentic relationships, create teams that are more effective and minimize wasted efforts. By strengthening the leadership qualities of self-awareness, empathy, communication and ability to coach others, we sustain our continuous competitive advantage. That's the power of IHHP's programs.”
Shell Oil
CANADIAN OFFICE P.O. BOX 165, BARRIE ONTARIO, CANADA L4M 4T2 TEL: 705-792-6927
US OFFICE P.O. BOX 334 WAYNE, IL, 60184 TEL: 630-513-7390
www.ihhp.com
