The Workplace Coach. Course Core Competencies
Our key course competencies are based upon the Key Principles of good practice and National Occupational Standards.
Our key course competencies are based upon the Key Principles of good practice and National Occupational Standards.
All of the competencies listed below outline the competencies covered in this course and subsequent assessment process.
Our Key Principles
- Attain the required level of competence with reference to the core knowledge with regards to your chosen modality. NLP in business.
- To demonstrate the appropriate modality to use in a ranging set of staff circumstances
- To demonstrate a range of intervention techniques in various .staff situations
- The historical development of your coaching modality and the profession.
- The understanding your coaching modality is a process driven modality.
- How to use questionnaires and diaries to optimise gathering of information.
- To understand company values and standards and the impact it may have on your coaching modality.
- To build rapport with your staff, peers, subordinates and managers and gain trust and commitment to working together.
- The breaking down of a coaching session into its main core parts: introduction, explanation, investigation, collaboration, direction, agreement, close, next action.
- Correct application of coaching modalities. Know what model to use and when.
- Understand when it is important to offer personal development and when it is time to move to the company's disciplinary procedure.
- Core knowledge of your coaching modalities.
- Marketplace knowledge of how your coaching modalities fit into today's marketplace.
- The importance of integrity, professionalism and confidentiality.
- The importance of ongoing supervision.
- To understand CPD and acceptable standards.
- To demonstrate a thorough understanding of the philosophy and principles underpinning your coaching discipline.
- To demonstrate an understanding of current legislation and policy as it applies to your coaching discipline.
- To demonstrate a respect for your staff dignity, privacy, autonomy, cultural differences and rights.
- To show regard for the safety of your coachee and yourself.
- To understand the importance of continual professional development, learn from others, and develop your own knowledge, understanding and skills through reflective practice and research findings.
- To demonstrate an understanding of your own emotional state and the emotional state and responses of your staff, incorporating such awareness into your own coac.
- To ensure you communicate clearly, concisely and in a professional manner.
- To ensuring client confidentiality at all times.
- To work with confidence, integrity and sensitivity.
- To ensure you comply with an ongoing development plan that includes systematic observation and critical evaluation of your professional knowledge and skills.
- To ensure you work within the scope of your practice, experience and capability at all times.
- To give and receive regular feedback to peers, staff and management.
Course core competencies
To ensure the highest standard of student proficiency and competence all our courses are based upon a set of core course competencies that follow the guidelines set out in the UK's National Occupational Standards:
- Core knowledge
- Coaching application
- Continuing professional development
- HR, compliance, governance and risk.
- Company coaching models.
- National occupational standards.
- Staff development
- Making the management difference
- Well being at work, staff welfare
- Managing your personal stress..
- Appraising staff and the importance of personal growth
- The Importance of personal growth
- Course coaching modules
- Influencing and communication.
- The HPO Model / minimum standards..
- Promoting positive change.
- Achieving targets and KPI'S
1. CORE KNOWLEDGE – This module explores the core knowledge, theoretical and practical basis of your chosen modality in NLP and workplace coaching.
TOPICS INCLUDE - The importance and relevance of commitment, confidence and confidence.Coaching programs – biological, cognitive, physical, social and developmental perspectives are covered. The basic principles of staff performance improvement and applied psychology are also discussed including the significance of particular coaching and coaching programs. The modules include an overview of the history, psychological research, skill sets and methodologies in workplace coaching and NLP.. Our wellness modules cover nutritional medicine and practice, health coaching, behavioural science, human givens psychology, the hierarchy of human values and needs driven psychological approaches. Mental health modules include health testing, the role of medication, stress management, emotional resilience, behavioural change interventions. This course covers a number of different approaches to workplace coaching.
2. PRACTICAL APPLICATION WORKPLACE COACHING – This module explores the practical application, results, outcome-focused staff approaches, personal development interventions, personal development plans, staff appraisals, staff programs and behaviour change solutions within your chosen modality.
TOPICS INCLUDE – Integrative multi-psychological approaches, multi-certification training modules, cognitive theories of learning, staff history and track record, managing the manager / subordinate relationship, coaching consultation programs and processes, the coaching contract, gaining staff trust and confidence, workplace operational programs, psychology in application, theory and practice psychology, creating a meritocracy, the professional coaching principles and theory multi-modality approaches to workplace coaching and personal development
3. CONTINUING PROFESSIONAL DEVELOPMENT – Maintaining your skills and keeping your knowledge up-to-date.
TOPICS INCLUDE – What is CPD? – impact, benefit, action, structured post-course CPD plans, extensive post-course CPD modules, ongoing student support program, long-term student mentoring, lifetime access to modules, support student groups, expert social media groups, free training days, face-to-face practice and networking groups.
4. HR, COMPLIANCE, GOVERNANCE AND RISK – HR Interventions, role of HR, HR Support, employee and employer rights and obligations.
TOPICS INCLUDE – Best practice, employee obligations, developing staff,, statutory regulation, the role of the HR, codes of conduct, the role of the ASA, adhering to company minimum standards proficiencies and regulatory standards, regulatory employee standards, the role of professional bodies, the managers guide to governance and risk.in it.
5. COMPANY COACHING STANDARDS - Ensures each staff member undergoes regular competency assessments evenly spread against a range of agreed behaviours and competencies.
6. NATIONAL OCCUPATIONAL STANDARDS – Ensures our students receive the highest standards of training and achieve the highest levels of proficiency and competency when attending any of our courses.
TOPICS INCLUDE – All of our courses follow the Principles of Good Practice that are underpinned by the UK’s National Occupational Standards (NOS) and describe the ways in which coaches should demonstrate appropriate levels of competency and best practice across all of their work.
7. STAFF DEVELOPMENT – Ensures our students provide the highest level of professional services to all their staff and meet regulatory guidelines and best practice principles. Modules also provide you with an understanding of how to run effective coaching sessions, and help you in considering the impact of the decisions you make with your staff and team, the wider business, your senior and yourself.
TOPICS INCLUDE – Staff history, staff attrition, staff coaching agreements and boundaries, , the coaching relationship, professional ethics and staff integrity, building long-term relationships, staff contracting. Importance of feedback, getting great results with your team
8. MANAGEMENT INTERVENTIONS. - Managers demonstrating the right balance of confidence and confidence when deciding on future personal development plans and strategies for staff with varying needs and personal development requirements.
9. WELLBEING AT WORK - Understand the impact on the overall business performance of high sickness and absenteeism on the company's overall P AND L performance. Have an insight in the difference between healthy and poor staff attrition levels and the impact on business profits and costs. Be able to recognise staff stress in the workplace and champion a healthy and proactive staff workplace wellbeing program. Understand the KPIS that drive healthy attrition and reduce staff sickness and long term absenteeism. Know the triggers of long term stress and have the confidence to take professional preventative action to reduce long term staff sickness and absence. HPO'S in central London, boosted by former mayor Boris Johnson's health charter, sees London companies such as Google and Apple leading the charge with generous wellbeing at work programmes for employees.
10 - MANAGING YOUR PERSONAL STRESS – Learning the importance of managing your personal stress, managing your time, avoiding overload and understanding the benefits of having your own coach and mentor. Cultural wellness at work programmes
TOPICS INLUDE – Applying the strategies in your own life, learning a blueprint for success in the 4 areas of lifestyle, human givens application, action planning, outcome-focused objectives, self-analysis of needs beliefs and values, the life plan, eradicating limiting beliefs. The 5 BIG Strategies to change your life.
11 - STAFF APPRAISAL AND FEEDBACK - Two way communication and staff buy in is a priority to HPO'S. Regular cascades between company and staff via staff 121's, personal development plans, personal improvement plans, annual appraisals, team weekly cascades, a motivational recognition system keeping staff informed at all times. Equally important is to have a process for staff to feedback back up the line and have their views heard and acted upon.
12 - THE IMPORTANCE OF PERSONAL GROWTH - A lack of personal growth was recently confirmed as the number 1 cause of mental health problems and serious illness for working adults throughout the world, by the world health organisation. Heart disease was cited at number 3 and cancer at number 2. Billions of dollars. The workplace carrying a lot of the blame with stress at work rising to its highest ever level and costing the UK economy the equivalent of 6% of GDP in lost employee sick days due to stress. Personal development plans and employers showing a greater concern for staff development and growth has scene personal and professional development plans rise up the list of priorities for all HPO'S.
13 - COURSE COACHING MODULES - Learn the workplace coaching models used by HPO'S such as OPUS, MEDIC, EDIC, STAR, CSMART, GROW. Know when to implement coaching for poor performers, high achievers, personal development and succession planning.
14 - INFLUENCING AND COMMUNICATION - NLP is the employers first choice for learning powerful influencing and communication techniques. Fundamental in increasing staff potential and productivity, most HPO'S formally acknowledge and recognise NLP as a leading strategy in sales and service customer excellence. In fact the NLP Practitioner qualification is not only recognised by HPO'S but staff who hold this qualification find themselves sought after by HPO bosses who recognise their potential to deliver incredible results.
15 - HPO MODEL - The HPO Model is a model used by top blue chip footsie 100 companies and focuses on tiered performance management at every level, defined targets and actions down to individual level. The HPO model includes
- Minimum standards
- A meritocracy culture
- Performance Management systems
- Personal Improvement strategies
- Healthy Attrition
- A personal development culture
- Individual accountability for performance
- Wellbeing at work culture
- A collective cascade and buy in to organisational values.mission, vision.
- Regular training in employee skills, mindset, wellness.
- Career development
- S,M,L Business planning
16 - PROMOTING POSITIVE CHANGE - Be able to learn, implement, lead and manage new workplace strategies, plans, outcome focused goals and objectives. Provide a business plan, benchmark targets and performance standards, managing new standards set to support new workplace culture.