what happened when SMG used you:coach

Why is coaching important and how can it make your life easier? Find out how an understanding of coaching can help you to improve your management style.

Sometime ago we visited SMG and delivered our coaching skills training. In this month's communication we revisit one of the stars of the programme to find out how far he has come with his coaching skills development, which of the skills learnt on the programme really stand out and have proved most useful day to day and what attributes he thinks excellent coaches should have.

SMG is made up of 4 divisions Television, Outdoor, Cinema and Radio and includes Virgin Radio the national commercial pop and rock music station.

Our coaching programme looks at the importance of coaching and how it can make life easier and improve management style. The programme is interactive and hands on. Participants spend 2 days trying out coaching techniques directly and practically apply the strategies and approaches learnt.

Participants then revisit the results from applying the skills at work approximately 6 weeks later so we can gather feedback, examine key learning and help them formulate an action plan to continue growing as coaches in the future.

What did we do for SMG?

Day 1
Day 1 focuses on the background and instils understanding. We ask - What is coaching? Why bother with it at all? The first part of the session helps participants to understand the benefits of coaching. We ask them where they are on the “learning ladder” of coaching, participants then rate themselves on a scale of 1 –10 on how effective a coach they think they are right now.

Next we examine self-made blocks and barriers to true potential and bottom lining and its importance. The second part of the session concentrates on letting participants have a go at applying all they have learnt for the first time. We then look at how to give feedback successfully (see our article on giving feedback for more on this) we examine the difference between coaching and instruction and the times when one method is better used over the other.

Participants then split into pairs to experience what it is like giving and receiving advice. After they’ve had a go at what not to do we then try an alternative – asking questions. We also look at the effect adopting different attitudes has on our coaching success. Finally we cover staff development and the approaches that can be taken to develop people.

Day ones ends with participants noting their moments of genius. What really stands out for them? What lessons have they learnt about themselves and their management and coaching styles.

Day 2
The focus of day 2 is to really get hands on and apply everything learnt on the first day. We start the session with a brainstorm to help refresh the previous day’s learning asking what stands out from the experiences of day 1? What would you most like to keep from here on? What would you like to let go of from here on?

Day 2 is all about fresh Intention, a new day. We invite participants to think about their intention, what they really want to get out of the session and how motivated are they to achieve it.

Next we look at the importance of creating the right coaching environment and how to find the right balance between safety and challenge and which comes first. We also examine framing and the effect of framing the messages we need to deliver in the most positive and motivating ways possible.

We examine the GROW model, we then provide participants with some great questions to coach staff to the result they need using the GROW model as a platform. We round off this part of day 2 with an interactive session where participants try the coaching techniques out for themselves with colleagues giving feedback.

We cover where else you can use these skills, how to make well formed choices and we share our guide to creating a well formed outcome. Participants are then given time to put all they have learnt into a coaching conversation.

Finally we take a look at “coffee machine coaching” and share our techniques for having swift and effective coaching conversations when time is limited. Participants round off by drawing on all they have learnt and their conclusions about coaching and what key tips or nuggets they would wish to incorporate into what they do from this point onwards.

Throughout the day we make sure participants “keep it real” by using genuine topics and real examples that matter to them and importantly we stress the importance of respecting their fellow participant’s confidentiality.

Day 3 – follow up. Day 3 forms a vital part of the programme. We revisit participants and discuss their experiences of coaching, what surprised them about coaching? What were the thrills? The frustrations? And what have they learnt? Participants give each other feedback and following this feedback coaches think about what they’d like to do more of, what they’d like to do less of and what their key challenges are for the future.

We end the session by looking at succession planning and the role that the coaching skills learnt can play here. Participants then commit to the next steps they will take in order to keep growing as coaches.

How has Kirsty been using the skills learnt since attending our coaching skills training 18 months ago? Click here to find out how Kirsty Donogue, Head of Promotions at Virgin Radio tells us how an understanding and practical application of coaching at work has helped her professionally.

For more information about coaching skills training contact Linzi on +44(0)20 7407 0044 or email linzi@you-unltd.co.uk.

Very professional, friendly people who provide quality training

Andy Smart, Training Manager, Bouygues UK

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