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Engaging individuals to take ownership of their own performance and development.

Providing staff with the right level, and right kind of support to achieve their aspirational and developmental goals, is a skill worth perfecting to enhance the overall performance of the team.

Course outline

This workshop brings participants face to face with the common misconceptions about coaching and provides an opportunity to find solutions to individual development and motivation.

Using drama based techniques, participants are introduced to effective coaching qualities and behaviours, and learn how to plan, structure and conduct a coaching conversation for both performance and change. They have the opportunity to practise active listening techniques and learn how to question effectively to help maximise the output from each conversation. Proven feedback models are also discussed and participants put them to the test in interactive practice sessions.

This workshop will benefit organisations looking maximise talent development and team effectiveness, and team leaders wanting to capitalise on their own and their team’s potential.

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At glance
  • workshop-icon Style
  • time-icon Learning time
    Full day
  • mask-icon Method
    LIVE Learning
  • coaching-icon Coaching

Learning activities

Using forum theatre techniques, participants meet a disillusioned member of staff in a fictitious organisation. As they follow them through the day, participants observe the impact of the ‘coaching’ the character receives along the way and the decisions it leads them to; effectively engaging participants in the need for positive interaction.

The workshop continues to build on the scenarios to explore coaching strategies which could improve the ultimate outcome. They have the opportunity to actively direct the characters and in so doing, learn about their own coaching strengths and what strategies work with their individual style.

The final session is dedicated to embedding the learning, initially by personally coaching each other toward a desired change goal, and then working with the fictional character to practise effective coaching on performance. This last exercise provides a unique opportunity for participants to receive direct feedback on the emotional impact of their coaching.


By the end of the workshop participants have increased confidence in their own coaching skills and are better placed to maximise both their own potential and that of others working with them. On an organisational level this contributes to increased team effectiveness and timely intervention for performance issues.

Supporting Theory
  • The GROW Model – Graham Alexander, Alan Fine, and Sir John Whitmore
  • Coaching Skills, attributes, questioning styles and listening techniques for coaching
  • Discovery Learning – Jerome Bruner 1961

Want to learn more? Please don’t hesitate to get in touch…

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