Course Objective & Scope
Strong problem-solvers who step into management often try to help by jumping straight to the answer—inadvertently creating dependency and turning themselves into a bottleneck. This programme helps leaders choose consciously between directive guidance and coaching, tame what Michael Bungay Stanier calls the 'advice monster', and use the GROW model (Goal, Reality, Options, Will), three-level listening and powerful open questions.
Participants learn to weave coaching into everyday management moments—one-on-ones, escalations and quick check-ins—and practise extensively in observed coaching role-plays based on real scenarios.
Who Should Attend?
- Managers who want to increase problem-solving autonomy and ownership in their teams
- Newly promoted team leads transitioning from individual contributor to manager
- Project managers, Scrum Masters and agile leaders
- HR business partners supporting a coaching and leadership development culture
Key Takeaways
- Decide when a situation calls for directing, mentoring or coaching
- Hold back premature advice and open conversations with curiosity-led questions
- Apply the GROW framework inside brief, everyday management conversations
- Use deep listening and powerful questions to surface assumptions and expand options
- Close conversations with clear ownership, commitment and next steps
Curriculum
The Manager Bottleneck and the Coaching Stance
- Distinguishing managing, mentoring, consulting and coaching
- Situational choice based on urgency, skill level and learning value
- Spotting the advice monster: impulses to save, control and protect
Deep Listening and Powerful Questions
- Internal, focused and global listening levels; using silence effectively
- Moving from leading or closed questions to open discovery questions
Structured Conversations with the GROW Model
- Clarifying the Goal and exploring current Reality
- Expanding Options and securing Will and accountability
Micro-Coaching in the Flow of Work
- Handling escalations through shared thinking rather than taking the monkey
- Focus and ownership questions for short 1:1 check-ins
Coaching Role-Play Practicum
- Triad practice (coach, coachee, observer) on real workplace challenges
- Structured observer feedback and personal practice commitments
Other Courses in This Category
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SBI (Situation-Behaviour-Impact) and COIN models, Radical Candor, non-defensive phrasing and pull-feedback habits; participants rehearse challenging appreciation and developmental feedback conversations.
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Structuring internal mentoring relationships, contracting, transferring tacit knowledge through stories and questions, and reverse mentoring; participants leave with a complete mentoring plan and session toolkit.
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Running career and capability conversations separate from performance appraisal, using 70-20-10, aligning strengths, aspirations and business needs, and writing actionable IDPs through live practice.
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Action Learning Sets, Troika Consulting, learning circles and peer review rituals to scale expertise horizontally; teams design and launch a sustainable peer-learning cadence.
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Turning tacit know-how into institutional memory with Nonaka's SECI model, Communities of Practice, living playbooks and team learning rituals; participants design a unit-level knowledge sharing system.
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