Description

In a context of accelerated change and with a continuous search for excellence, the functioning of teams is a crucial element of business performance. Individual performance alone is no longer enough today. Team coaching aims, in addition to resolving possible dysfunctions, to enable teams to reach new milestones in cooperation and efficiency. This module, in 4 times one day, offers you: a multidisciplinary approach to develop and enrich your practice; an approach to structuring and leading effective team coaching actions. To find out more about our coaching training, go to: www.coaching-Skills Campus.fr.

Who is this training for ?

Training objectives

• Diagnose the functioning of the team
  
• Build an appropriate intervention
  
• Animate the intervention
  

Training program

Understand the systemic functioning of organizations

• Understand the economic, social and symbolic dimensions.
• Understand the corporate culture and the dynamics behind transformations.
• Change is a sign of vitality .
• New forms of organization: liberated enterprise and holacracy.
• The individual and the system.

Decipher how a team works in 5 points

• Identify the team structure.
• Identify the stage of development.
• Define the mission.
• Identify the importance of the different functions.
• Evaluate people's compatibility.

Building an appropriate intervention

• Analyze the request:
• zones of vigilance;
• make a first hypothesis.
• Diagnosis: a component of the intervention:
• sponsors and members of the team, the organization;
• choose your panel of interlocutors;
• define the modalities: interview, survey...
• Frame your intervention:
• choose your strategy;
• adjust the objectives to the constraints.
• Develop the intervention plan (synopsis time and modalities).

Training to lead an intervention

• Set the general tone.
• Adapt your intervention in real time.
• Regulate and meta-communicate.
• Lead a group.

Entraînement à l'animation d'une intervention

Description

In a context of accelerated change and with a continuous search for excellence, people and teams increasingly need to be supported professionally to find within themselves the resources allowing them to achieve the objectives and performances they seek. This is the meaning of professional coaching which is defined as a relationship followed over a defined period which allows the client to obtain concrete and measurable results in their professional and personal life. Through the coaching process, the client deepens their knowledge and improves their performance. Companies today are looking for coaches whose professionalism is proven and recognized by a trustworthy organization.

Who is this training for ?

Training objectives

• Develop, through experimentation, personal coaching skills
  
• Progress in your coaching through practice and mentoring
  
• Achieve an intermediate level of coaching skills applicable to the world of business and coachees
  

Training program

Perceptions, beliefs and values ​​(3 days)

• Representations of the world and mental schemas.
• States of mind.
• Limiting beliefs.
• Working on beliefs and values.

The GROW model and language (3 days)

• The phases of a coaching session.
• Coaching with John Whitmore's GROW model.
• Situating the session within the coaching process.
• The power of language: the coach's tool language; the art of questioning.
• The MBTI (Myers Briggs Type Indicator).

Paraverbal language and attitudes (non-verbal) (3 days)

• NLP (Neuro Linguistic Programming): origin and definition; basic principles applied to communication.
• The contributions of NLP integrated into coaching: perception; processing process; language.
• Use calibration to create a climate of trust and intimacy with your client.
• Improve the relationship with the coachee through synchronization
• Impact the client.
• Listing NLP tools useful for the practice of coaching
• Individual mentoring Recording of a real coaching session with one of them. clients.
• Written transcription. Self-analysis according to the 11 ICF skills.
• Provision of these 3 elements to a designated mentor.
• One hour of training. telephone exchange with the mentor on his individual coaching practice

Emotions and the body (3 days)

• The principles of emotional intelligence.
• The impact of emotional skills in coaching: the basis: self-knowledge; the 4 other skills.
• The place of the body in self-knowledge and coaching.
• The first steps to becoming a professional coach: toolbox; contract; coach marketing.

Description

In a context of accelerated change and with a continuous search for excellence, people and teams increasingly need to be supported professionally to find within themselves the resources allowing them to achieve the objectives and performances they seek. This is the meaning of professional coaching which is defined as a relationship followed over a defined period which allows the client to obtain concrete and measurable results in their professional and personal life. Through the coaching process, the client deepens their knowledge and improves their performance. Companies today are looking for coaches whose professionalism is proven and recognized by a trustworthy organization.

Who is this training for ?

Training objectives

Reinforce the 8 key coach skills
Meet the requirements
Pass the exams to be able to apply for individual certification

Training program

Review, deepening and practice of skills 3 and 4

• Establish the framework for level 3.
• Defines and maintains contracts.
• Develops a space of trust and security.

Review, deepening and practice of skills 2 and 6

• Listen actively.
• Embody a Coaching mindset.
• Collective mentoring.

Review, deepening and practice of skill 8

• Facilitates the client's growth.
• Complete: a session & coaching.
• Conduct a tripartite review meeting.

Review and deepening of skill 1

• Demonstrates ethics in his practice.
• Exploration of practical cases.

Review, deepening and practice of skills 5 and 7

• Creates awareness.
• Stays present.
• Collective mentoring.

Consolidation and closure

• Final clarifications on the 8 skills.
• Collective case presentation.

Individual mentoring

• 5 in number.
• Between each of the indoor sequences of the training.
• A supported progression in its practice.
• With 3 different mentors.

Description

In a context of accelerated change and with a continuous search for excellence, people and teams increasingly need to be supported professionally to find within themselves the resources allowing them to achieve the objectives and performances they seek. This is the meaning of professional coaching which is defined as a relationship followed over a defined period and which allows the client to obtain concrete and measurable results in their professional and personal life. Through the coaching process, the client deepens their knowledge and improves their performance. Companies today are looking for coaches whose professionalism is proven and recognized by a trustworthy organization.

Who is this training for ?

Training objectives

• Discover the profession of coach
  
• Appropriate the standards and ethics of ICF (International Coach Federation)
  
• Mobilize your listening, questioning and feedback skills
  
• Validate your personal interest in this profession
  

Training program

Defining what coaching is: key elements and types of coaching

• Introduction to the concept and philosophy of coaching according to ICF.
• The differences between coaching and other disciplines.
• The different types of coaching.
• Key elements of the coaching process: John Whitmore's GROW model

Identify the essential skills of the professional coach

• The roles and missions of the coach.
• The 11 skills of the professional coach defined by ICF.
• The certification process.
• The main obstacles encountered by the coach

Develop the art of questioning

• Focus on skill 6 of the ICF framework.
• The different types of questions.
• The practical use of these questions in coaching.

Adopt active listening

• Focus on skill 5 of the ICF framework.
• The different types of listening.
• The importance of active listening in coaching.
• The necessary conditions: the use of empathic listening in the coaching process.

Provide feedback and feedforward

• According to John Whitmore's model, what is feedback and feedforward?
• what are they for?
• How are they used ?

Next steps and closure of the training module

• Action plan.
• Possible projection towards Level 2 of the Skills Campus course (Ref. 8359).
• Conclusions and closure of the training.

Certification

• assessment of skills to be certified via an online questionnaire integrating scenarios (40 minutes).
• To find out more about remote activities Two training modules: 'Give positive and constructive feedback'; 'Practice active listening'.

Description

This training aims to help managers manage conflicts within their team with the aim of maintaining efficiency and quality of life at work, given that many health and social establishments are often disrupted by conflicts which hinder their functioning.

Who is this training for ?

Training objectives

Recognize and measure the seriousness of the conflict and its consequences.
Position yourself in the face of the conflict as a manager.
Exit the conflict through communication, mediation and negotiation.
Take a step back and adopt effective behaviors to get out conflicts.

Training program

Understanding conflict and how it works

• Identify your own representations of the conflict.
• Analyze the causes of the conflict.
• Understand the conflict process and dynamics.
• Recognize and measure the seriousness of the conflict and its consequences.
• Practical work Collective reflection on representations of the conflict.
• Case study on the causes of the conflict.
• Video on the conflict process.

Position yourself in the face of conflict as a manager

• Diagnose your reactions to conflict and areas for progress.
• Elude or deal with conflicts.
• Choose the right moment.
• Anticipate the post-conflict situation to adapt the right relational and organizational strategy.
• Practical work Questionnaire to identify your own reactions.
• Case study on the managerial positioning to adopt

Understand the sources of conflicts to better guide your actions

• Learn to dissociate the different causes of a conflict to gain perspective.
• Become aware of the causes inherent to your managerial behavior in order to progress and act.
• Understand the strategy and challenges of the actors involved in the conflict.
• Take into account its possibilities and limits to manage the conflict Case study Video and case study to analyze the causes and solutions.

Adopt win/win behavior

• Develop a caring and assertive attitude by applying transactional analysis.
• Practice active listening techniques to maintain an objective view of the situation.
• Manage his emotions to preserve his "self control" and understand the emotions of the interlocutor.
• Practical work Assertiveness questionnaire.
• Active listening exercises and managing emotions.

Choose the appropriate strategy to get out of the conflict

• Deal with conflict by adopting a collaborative strategy.
• Master the rules of conflict prevention.
• Use conflicts to progress in your management.
• Build your individual action plan at the end of the internship and after three months.
• Practical work Case study on conflict exit strategies.
• Scenarios: adopt the collaboration strategy.
• Collective debriefing.