Listening with attention
Notice when you are preparing an answer before the other person has finished. Make room for their perspective and check your understanding.
Coach Training
Make room for better thinking in your conversations.
A coaching approach gives people space to examine a challenge, develop their judgement and take responsibility for what comes next. Explore how coaching skills could strengthen the way you lead and support others at work.
Who is this for?
Leaders, founders and People professionals who want to make development conversations more thoughtful and useful, particularly when working with people from different backgrounds.
Asking questions that open up thinking
Explore a situation without steering people towards the answer you already prefer. Help them identify assumptions and consider different options.
Giving a conversation direction
Clarify what the person wants to work through, stay connected to that purpose and agree on a useful next step.
Understanding your role
Recognise when a coaching conversation is helpful and when your responsibility calls for advice, a clear decision or a different kind of support.
Working across cultural expectations
Consider how people’s expectations of authority, openness and feedback affect the conversation. Learn to ask about those expectations instead of assuming them.
From thinking to practice
Bring a real situation.
Think of a conversation you would like to handle differently: a team member looking for direction, someone preparing for more responsibility or a colleague working through a difficult choice. That gives us a practical starting point for discussing your learning needs.
Tell Renita who you want to support, where coaching skills would be useful and what you would like to develop. The next step is a conversation about suitable content and format.
Talk to Renita about training