Performance Coaching for Managers

Aim and Overview

All of us, whether it’s in our capacity as Managers, colleagues, or friends, often find ourselves trying to help others to achieve something. This two day workshop develops the coaching skills of managers to enhance the performance of their staff and their teams, and to help others achieve their goals.

Attendees will explore basic and advanced principles of coaching and create their own framework for good coaching practice. We will also discover how the use of negative and positive information can reinforce or change the behaviour of others.

As part of the course, participants will receive impactful personal feedback, enabling attendees to develop and refine their coaching skills. Attendees will formulate an action plan to ensure coaching becomes an integral part of their management practice. Places are restricted to a maximum of six delegates per tutor.

Learning Objectives

By the end of the workshop attendees will

  • Understand what coaching is
  • Know when it is appropriate to use coaching in their role as a manager
  • Recognise the benefits of coaching for the employee, manager and the team
  • Be familiar with the GROW model of coaching
  • Know and understand the coaching skills profile
  • Have explored how to build trust with their employees
  • Have identified ‘powerful’ questions to use during coaching sessions
  • Have examined how to manage the ‘emotions’ during a coaching intervention
  • Have practised their coaching skills by working with other course attendees
  • Have received feedback on their skills from peers and the course facilitators.

Programme: Day 1

A coaching culture

  • What does this means in practice – in our department/team?

GROW model

  • Frameworks and being human

Filmed coaching exercise with peer feedback in threes

  • Self-assessment and personal review of own coaching film

The coaching skills profile

  • Trust –Listening –Questioning –Perspectives - Emotions

Building trust

  • How to create a code of coaching conduct for yourself and others

Powerful questioning

  • Coaching practice and peer feedback in threes

Programme: Day 2

Reflection and questions from day 1

Shifting perspectives in coaching

  • Practice in pairs followed by debrief

Managing emotions

  • Coaching exercise and feedback

Direct communication

  • Peer feedback process

Personal reflection

Engaging your department/team in coaching

  • Action learning sets

Personal actions and commitments

For self and workplace

Preparing for your next step up

Duration: Four Days in-house
Price: Please get in touch



The aim of this course is to equip participants with many of the key skills needed to perform effectively as a manager, preparing for leadership.  It is a highly engaging programme, comprising of various modules, each focusing on a different aspect of the skills required to attain high performance.  Each participant will receive personalised feedback on his or her impact and approach and coaching.

Key Features 

  • 121 Coaching and feedback on personal approach
  • Practice sessions tailored to your organisation
  • Practice of critical interactions you find yourself in at this level with feedback and support
  • Networking with colleagues

Poor Performance Conversations

Duration: 1 Day
Price: £395 + VAT
  • An excellent course. The skills I learnt will stay with me throughout my career.  , ,

Conducting Challenging Performance Conversations: A Practical Workshop for Managers

This one-day workshop will assist managers in carrying out difficult or challenging conversations with their employees around capability, behaviour or absence.  

 The workshop will be highly practical and interactive, using professional actor-coaches to enable attendees to practise the skills required in carrying out such conversations in government. As per the recently updated Civil Service guidance on performance management, this course will enable managers to conduct more frequent and impactful performance conversations. Scenarios will be explored in the context of operating within the Civil Service. 

The workshop will be very interactive using professional actor-coaches to enable attendees to discuss and practise the skills required in carrying out such conversations in the workplace.

Learning Objectives

By the end of the workshop attendees will

  • Be clear about their role within the Department’s managing poor performance procedures 
  • Have explored how early intervention and effective coaching can minimise the incidents of poor performance within their teams
  • Have worked through how to address a range of ‘typical’ situations which occur within the Department around capability, behaviour or sickness absence
  • Be able to identify the most effective behaviours for conducting difficult or challenging conversations with their staff
  • Have practised these behaviours and conversations with a professional actor/coach

For more information or to register your interest in future course dates, please contact us. 



Senior Leaders Creating Impact


This course is designed to equip participants with many of the key skills needed to perform effectively at a senior level. It is a highly engaging and intensive programme, each module focusing on a different aspect of the leadership required to attain high performance at this level.  Each participant will receive personalised feedback on their impact and approach and coaching.

 Key Features 

  • 121 Coaching and feedback on personal approach
  • Practice sessions tailored to you
  • Practice of critical interactions you find yourself in at this level with feedback and support
  • Networking with colleagues

Course syllabus

The syllabus consists of the following three modules:

Module 1: Authentic senior leadership

Module 2: Managing staff and contractors and teams

Module 3: Leading effective relationships with the wider stakeholder environment

Module 1: Authentic senior leadership

This 2-day launch module establishes expectations for the programme and provides a space for participants to explore their own authentic leadership approach.  By increasing self-awareness, the module explores the themes of confidence, authenticity and assertiveness as a leader, in terms of how we view ourselves and the impact we can have as we try to engage others.  Participants will be given the space and guidance to think about what they do to encourage engaged followership within their profession and how to create a positive impact on others with presence and confidence. 

  • The difference between managing and leading
  • Interpersonal and Intrapersonal Leadership
  • Defining your own authentic style as a leader within your profession
  • How to develop and demonstrate professional confidence and assertiveness as a senior leader
  • Critical leadership behaviours and techniques to confidently represent yourself
  • Creating an engaging and commanding presence as a leader
  • Developing and communicating a professionally robust, customer responsive and imaginative vision

Module 2. Managing staff, contractors and teams (2 days)

The focus of Module 2 is developing skills and approaches to get the best out of those you manage, be they staff, contractors or mixed teams.  The module covers how to set those you manage up for success, flexing your style and delegating to others effectively.  The workshop also explores how to effectively approach others when you need to see an increase in performance or change in behaviour.  The module gives participants a chance to practice critical skills with live scenarios and receive personalised feedback on their approach. 

  • Setting others up for success
  • Gaining commitment and harnessing motivation of others to perform at their potential
  • Delegating work to your team effectively
  • Managing difficult performance conversations
  • Delivering feedback to adjust behaviour and improve performance
  • Understanding what makes a high performing team and stages of team development
  • The challenge of managing mixed and diverse teams
  • Chairing meetings

Module 3. Leading effective relationships within the wider stakeholder environment (2 days) 

The focus for this final module is on managing the wider stakeholder network participants will typically encounter whilst operating at a senior level.  This includes developing an effective approach to communicating what you can offer to senior customers including ministers and also how you overcome barriers to engagement.  The module focuses on analysing and engaging the full stakeholder network.  Key themes such as influencing and how to be seen as a trusted advisor will increase participants’ awareness of how they can practically deepen the relationships they have and actions they can take to proactively develop their professional reputations further.  The final module concludes with an opportunity to craft and practice a fully bespoke interaction and receive feedback on tier approach. 

  • How to communicate the value of your team and organisation in an engaging and accessible way
  • Identifying stakeholders within the internal environment and wider community
  • Prioritising stakeholders using the stakeholder engagement matrix
  • Adapting your style to engage senior customers
  • Managing difficult relationships with senior customers
  • Building advocacy and maintaining trust in relationships


Managing Harassment and Bullying at Work

Duration: 1 or half Day Duration


A half day workshop for managers* which will assist them in identifying and dealing with harassment and bullying at work. (*This workshop can be adapted for non-management staff and mixed groups of managers and staff).

What does it cover?

The course will be designed around the organisation's procedures on dealing with harassment and bullying at work and the types of allegations and incidents they have experienced. It will cover the following areas:

Definitions and examples
How harassment and bullying is defined
The many forms, both covert and overt, that harassment and bullying can take

The legal perspective
The Equality Act 2010 and how it defines harassment and bullying, including third party harassment
Organisational and personal responsibilities in this area
Dealing with unfounded allegations and malicious claims

Dealing with workplace allegations and incidents
Examination of a range of relevant workplace allegations and incidents and how they could be resolved

Organisational procedures
Using the organisation's procedures to support managers and staff in dealing with situations

Effective management strategies for preventing harassment and bullying at work
Role modelling appropriate behaviour
When to intervene to prevent situations escalating
Creating an environment free from harassment and bullying

What will I learn?

By the end of the workshop, managers will be able to:

  • Identify how harassment and bullying are defined
  • Recognise the many forms harassment and bullying can take at work, both overt and covert
  • Recognise the difference between performance management and harassment or bullying
  • Identify how the law deals with incidents of harassment and bullying and the responsibilities of the organisation and persons involved
  • Deal with a range of allegations and incidents more effectively
  • Use the organisation's procedures effectively to offer support and/or deal with situations
  • Identify ways they can make their workplaces free from harassment and bullying

Course tutor Josie Hastings

Using Actor Led Interventions to Enhance the Training

All our courses offer the option to work with professional actors to bring the 'theory to life' replacing the need for participants to role-play on courses. Our actors are trained in coaching skills, giving effective feedback and questioning techniques and have worked with a wide range of Government departments, corporate and other public sector clients.

The types of interventions they offer include:

Forum Theatre: The group watches a scene tailored to a real situation from their workplace and then get to re-direct the action. It's an invaluable way to experience the changes in a relationship when the participants adapt their conversations and behaviour.

Demonstration of Theory: Our actors bring 'theory' to life. They will skillfully and realistically create scenarios that allow the group to experience theory in practice. Participants then practise how to deal with the situation themselves.

One to One interactions: This allows for an in depth practise with an actor/coach of a delegate's real-life challenging conversation with a staff member. They are able to stop-start the dialogue and get honest feedback from the 'other' person? It's an opportunity for some life changing 'light-bulb moments.

For more information, to book or to register your interest in future course dates

Contact Us