Course Background:
In the VUCA era, everyone faces more severe and unavoidable challenges than in the past. Every leader must:
Develop a new "Wuka Leadership" to deal with this complex, volatile, uncertain and ambiguous business environment
In the face of low confidence and high pressure, improve the ability to adapt to change and uncertainty.
In the face of physical and mental exhaustion and fatigue, take the initiative to respond to rapid changes in the market.
In the face of different and changing needs, actively achieve the common goals of stakeholders.
In the face of serious internal friction and lack of trust, the internal communication of the organization is smooth and invincible.
In the face of unclear goals and lack of motivation, efficiently achieve organizational performance.
In an enterprise, if 3% of people use new ideas to bring about change, "3%" is called the "tipping point" of the enterprise. If business leaders can skillfully use the "tipping point" to improve the working environment at different latitudes, broaden the horizons of employees, and be good at discovering the shining moments in them, miracles will happen - just like the leader lights a fire to illuminate the company, so that employees can deeply feel the joy of work and the process of co-creating value, they will grow at a double rate.
Coaching doesn't force anyone to become a leader, but helps them discover their own leadership, like helping an egg warm up and become a living organism. This is the charm of coaching in corporate practice and application, and this is why coaching leaders are highly respected today.
The "Coaching Leadership" program aims to help enterprise managers master the basic coaching cognition, train them to quickly improve the ability of their subordinates, stimulate the motivation of their subordinates, let their subordinates develop the habit and ability to find solutions by themselves, and form a result-oriented coaching culture, so as to bring about the continuous improvement of the organization's growth and performance, and continue to promote the orderly development of the organization.
Course Benefits:1Understand the three principles of coaching, form coaching habits of thinking, improve self-awareness, leadership awareness, and establish affinity, trust and collaboration with subordinates.
2.Learn and master the four abilities of coaching, open the inner world of subordinates with active listening, inspire creative thinking with powerful questions, and give subordinates more confidence and strength with empowerment feedback;
3.Master the coach's mountaineering model, through the five steps of the image is simple and effective, so that leaders can easily learn how to carry out a complete empowerment conversation;
4.Through the teaching of classic coaching tools, the problems and challenges that students are most concerned about are solved on the spot, and the real difficulties or challenges faced by students in their work are solved, and a practical action plan is formed.
5.By building a coach-like leadership team, we replicate talent within the organization and reinforce a positive, positive corporate culture.
Course features: easy to learn: all teaching content is modular and instrumental, easy to understand and remember;
Easy to practice: The teaching process is combined with the actual business practice, which is easy to use and easy to use;
Effective implementation: The trainees' practical problems have found ways and strategies to deal with them, which are easy to track and implement.
Curriculum Model: Enabling Dialogue "Mountaineering Model".
Course duration: 2 days, 6 hours (follow-up counseling can be customized according to needs, with 30 days, 90 days, and half a year as the follow-up cycle).
Course Target: Middle and senior managers of enterprises.
Course method: interactive discussion + on-site practice + practical exercise + tool application, etc.
Course outline. Lecture 1: Cognitive Coaching - Basic Cognition of Coaching.
Introduction Discussion: Sorting Out the Management Pain Points in Management?
Teaching interaction: Scenarios are interpreted and summarized as coaches' strengths.
1. Definition and characteristics of coaching.
Techniques that allow subordinates to find the answers themselves.
2. Characteristics of coaches.
Let subordinates take the initiative.
3. The three basic principles of coaching.
1.OK principle: Everything is OK.
2.Positive principle: Behind every action is a positive intent.
3.Principle of Optimality: Every choice of the moment is the best choice.
Fourth, the value of coaching to the organization.
1.Inspire employees to have a sense of worth.
2.Stimulate the motivation of the team.
3.Activate the innovation power of subordinates.
Panel Discussion: The Value of Being a Coaching Leader.
Lecture 2: Becoming a Coach – The Four Abilities of a Coach.
1. Building Trust: Heart-to-Heart Technology.
1.The value of trust: Trust is the cornerstone of management.
2.Plugging the funnel of trust allows leadership to burst.
Tool: Trust the MSRPR model.
1) Match with the other person (physical, verbal, emotional).
2) Soft language (softening of language, rising intonation).
3) Playback keywords (keywords, high-energy words, value words).
4) Purpose and request (purpose everywhere, request for permission).
On-site exercises: Work in pairs to practice how to gain trust in communication.
2. Active listening: the art of punching in the heart.
1.Hearing is not the same as hearing.
2.Great leaders are "good listeners" (three levels of listening).
1) Turn off self-directed listening (focus on yourself).
2) Turn on focused listening (focus on the other person).
3) Enter holographic listening (listen with your heart).
Live Practice: Two people in a group, affinity and listening exercises - Flashing Moments.
Analysis: Listening skills in different management situations.
3. Powerful Questioning: Techniques for Stimulating Thinking.
1.The definition and value of powerful questioning.
2.Become a leader of "good questioning" (the three elements of strong questioning).
1) Open-ended: Use open-ended opening words.
2) Future Outcomes: Ask questions about future outcomes.
3) Positive Questions: Focus on positive questions.
Group exercise: Use open-ended opening words.
Tools: Five transformative questions.
Method: The Law of Attraction.
3.Circle of influence of change.
Teaching Presentation: Use five transformational questions.
Live exercise: Work in pairs and use five transformative questions to create an enabling conversation.
Summary: The Value of Coaching Leadership.
4. Enabling feedback: the technology that empowers the other party.
Introduction: Say goodbye to "negative" managers and become "empowered" leaders.
1.Definition of Enablement Feedback.
Method: www&ebi rule.
2.Positive and developmental feedback.
1) Three elements of positive feedback (BIA &BID).
Behavior, influence, appreciation, and gratitude.
Distinguish: "judgment" and "reality".
Live exercises: Practice how to give "positive feedback" in pairs
2) The three-step process of developmental feedback (bidb).
Step 1: Behavior - State the behavior you observed.
Step 2: Impact - Describe the positive impact you see.
Step 3: Appreciation & Appreciation - Express appreciation.
Addition: You can also use developmental feedback when employees make mistakes, and at the end express the behavior change you expect to see.
Live exercises: Practice how to give "developmental feedback".
Lecture 3: Elevating Coaching – The Core Process of Empowerment Conversations.
Enablement Process: Mountaineering Model – Five Easy Steps to Become an Empowering Leader.
Step 1: Build affinity – form trust.
1.Greetings care.
2.Listen curiously.
3.Soft language.
Step 2: Focus on the goal - reach a consensus.
1.Ask about the topic.
2.Finding value.
3.Confirm the goal.
Step 3: Inspire the vision - development plan.
1.If asked.
2.VAK experience.
3.Perspective experience.
Step 4: Action Plan – Implement Results.
1.Action Exploration.
2.Expand the focus.
3.The action is on.
Step 5: Value Appreciation - Empower each other.
1.Confirm the results.
2.Summary of Values.
3.Appreciate encouragement.
Live Exercise: In groups of three, practice a complete empowerment conversation.
Lecture 4: Applied Coaching - Integration and Application of Coaching.
1. Six ways to promote performance improvement.
1.The landing action has achieved results (the lower three layers).
1) Environmental layer: specific details (what time, where, and with whom to accomplish what things).
2) Behavior layer: action plan and steps.
3) Capability layer: the way to carry out the action.
2.Vision integration promotes motivation (upper three layers).
1) Values layer: about meaning and value.
2) Identity layer: What you do can support who you become.
3) Vision layer: about the specific picture after the goal is achieved.
Summary: Breaking through the six layers and achieving self-contained performance - how to face the top ten "dilemma scenarios" in the workplace
Coaching Presentation: A walkthrough on value appreciation.
Live exercises: Exercises in groups of three to improve performance from six levels.
2. How to use coaching leadership in the enterprise.
Introduction 1: PwC research: The return on investment in coaching skills is 700%.
Introduction 2: Starting from 3%, the tipping point is formed, and the culture is gradually formed from the point to the surface.
Q&A: Possible challenges and solutions.
1.The use of coaching leadership is secondary.
1) Beginners: Training.
2) Advanced: Guidance.
3) Skilled: Mentor + Coach.
4) Autonomous: Coach.
2.How to use coaching leadership flexibly.
1) Share what you've learned.
2) Tell the purpose and ask for permission.
3) A little clarification.
4) Switch roles.
5) Start practicing.
Learning summary and action plan.
Group Discussion: Lesson Acquisition and Value (Rule of 531 & KISS Review).
Individual Action: Practice the Coaching Leadership Action Statement.
Instructor Assistant Bingbing: 19906518391