Coaching & People Development for Managers

High-performing organizations retain talent by developing it internally. This program trains managers to be effective coaches: identifying highpotential employees, structuring development conversations, providing feedback, mentoring, and building succession pipelines. Includes coaching simulation practice, peer coaching trios, and frameworks for talent conversations. Proven outcome: teams with coached managers show 25% higher retention and 40% higher engagement.

Who It’s For:

Mid-level and senior managers responsible for team development and succession planning; HR business partners; talent development professionals

Learning Objectives:

1. Identify talent: assess potential, recognize strengths and development areas
2. Coach for performance: ask powerful questions, listen actively, guide problem-solving
3. Develop people: create development plans, assign stretch roles, measure progress
4. Mentor emerging leaders: guide career navigation, share wisdom, sponsor advancement 5. Build succession pipeline: retain high-potential talent, prepare for future roles

Key Modules:

• Coaching Fundamentals (Coaching vs. directing, coaching models—GROW, CLEAR)
• Active Listening & Powerful Questions (Deep listening, asking open questions, uncovering root causes)
• Development Conversations (Career conversations, feedback, creating action plans)
• Mentoring & Sponsorship (What mentoring looks like, sponsoring advancement, diversity in sponsorship)
• Talent Identification & Assessment (Assessing high-potential, succession planning, critical roles)
• Managing Difficult Coaching Conversations (Underperformers, resistant learners, career pivots)

Delivery Mode: 50% online (modules, case studies, practice scenarios) + 50% live (3–4 full-day workshops + peer coaching trios, bi-weekly) Typical Duration: 10 weeks (28 hours classroom + 15 hours self-paced and peer coaching)

Assessment Method:

Coaching skills assessment (video record; rated on listening, questioning, guidance)

Peer coaching trio feedback (monthly)

Real-world application: participant coaches 2–3 team members during program; coached employee completes feedback

360-degree feedback (perceived coaching ability post-program)

Organizational outcome: team development plan completion rate, internal promotion rate, talent retention Prerequisites: Current manager of people; 2+ years management experience

Expected Outcomes/KPIs:

Coaching skill development: +35%

Employee engagement in team: +20–25%

Internal promotion rate: +30% within 12 months post-program

High-performer retention: 90%+ (vs. 70% baseline)

Manager confidence in development: +40%