Coaching for Expertise

Impact

Enables managers at all levels to develop a specific set of skills. For example:

• presentation technique
• time management
• performance review
• recruitment interviewing
• sales approach
• cross cultural dilemmas

Programme of 2-3 sessions.

 

Approach and philosophy

A coach with the required area of expertise will be assigned to the client. A preliminary diagnostic discussion identifies the skills need and the client’s learning preferences in greater detail, then the number of sessions is recommended.

The coach works in an appreciative way noticing what works well for the client by exploring aspects of the required skill which may show in other areas of his/her life. These engender confidence and a sense of empowerment to laterally nurture abilities which are currently hidden. Methods used are:

• role play and practice of actual scenarios with video footage;
• future visioning of the impact on stakeholders of improved technique;
• coach modelling excellent technique;
• constructive feedback.

 

Case Study 1

A middle manager was shaken by the experience of being found guilty of racial discrimination by a tribunal. HR arranged for her to have four 2-hour sessions with a coach who had an HR and legal background. The sessions focussed on both the necessary knowledge as well as skills practise playing through first a number of theoretical situations followed by those from her experience. She reported that as a result she felt both more knowledgeable and more confident as a manager.

 

Case Study 2

A major architect was preparing to present the plans for a new multifunctional development to a sceptical audience consisting of councillors, members of the public and press. POD worked with the two presenters, refining their script and their message, anticipating potentially awkward questions. As a result the presentation was well received and a potential pitfall was overcome.