Critical Competencies for Credible Coaches

Critical Competencies for Credible CoachesDeveloping critical competencies to become a credible coach is an essential skill set in your performance management tool kit.

Coaching is a highly effective development technique. Research shows that managers are increasingly expected to engage workplace coaching.


Coaching can provide individuals with the specific support they need to enhance and accelerate their personal development; it can be effective in supporting people through change, coaching can improve the performance of individuals and teams, through coaching we can focus on formulating well defined outcomes and actions and we can use the services of a coach to develop specific skills.


Read More About Coaching Techniques



Developing Critical Coaching Competencies

Coaching is a flexible development tool; however, it is essential that coaches are equipped with appropriate skills to enable them to use coaching as an enabler of personal and business performance. This critical competencies for credible coaches event will focus upon exploring and developing the competencies and processes that are critical to ensuring organisations as well as individuals derive value and lasting benefit from coaching:  Duration 3 Days.
Critical Competencies for Credible Coaches is essential for you if you wish to:

  • Focus on coaching as a tool for developing others
  • Select and use the appropriate Tools and Techniques to achieve sustainable,
  • & measurable behavioural change.
  • Encourage Response and Ability in others
  • Contract for improved performance
  • Identify, utilise, and develop individual differences – strengths and limitations
  • Establish and agree vision, goals, objectives and tasks
  • Make effective use of team resources
  • Minimise resistance to change
  • Adapt to cultural differences
  • Significantly improve focus on individual and team goals
  • Coaching remote teams and individuals
  • Evaluate the outcomes from your coaching and its contribution to business performance
  • Develop Critical Competencies for Credibility

Critical Competencies for Credible Coaches

Course Content

Exploring Coaching Models

  • Recognising opportunities to coach via the implicit explicit formal informal coaching model
  • Structuring the session with OSKAR (Outcome, Scaling, Know How, Affirm & Action, Review)
  • Using CLEAR to structure the coaching session (Contracting, Listening, Exploring, Action, Review)
  • Exploring Goals & Challenges with GROW (Goal, Reality, Options, Will)
  • Recognising Motivation, motivators and de-motivators
  • What can we ACHIEVE? (Assess current situation, Creative brainstorming of alternatives to current situation, Hone goals, Initiate options, Evaluate options, Valid actions, Encourage momentum)

The Coach in Context

  • Your own amazing expertise and experience – the benefits and limitations
  • Using the coachee’s experience to inform the coaching agenda
  • Recognising explicit information
  • Exploring implicit information
  • The consistency of the coaching environment
  • Understanding and adapting to differences in cultural values
  • Successfully coach across a diverse audience (cultures, races, genders, styles & ethnicity)
  • Exploring best practice with The Coaching Game

Characteristics of the Coachee

  • I am here! Identifying where and creating movement from where they are (Here at present to where they want to be  in the Future
  • Getting to know their territory: Insight – seeing what is in their world
  • Readiness – attending to what constrains or enables them to respond in their world
  • Identifying competency gaps
  • Developing flexibility and resilience
    Revealing their authentic vision – clarifying the difference they want to make
  • Skilful Action – transforming vision into action

The Coaching Contract 

  • First meeting essentials
  • Forming a partnership
  • Transparency how you can both make the relationship productive
  • Structuring expectations – The coaching contract
  • The pre-coaching checklist/questionnaire
  • Confidentiality and ethical behaviour


  • Evaluating the readiness of the coachee for coaching
  • Establishes guidelines for confidentiality
  • Agreeing third party roles in the coaching (The coachee’s boss, HR)
  • Data protection and safeguarding
  • Developing realistic and challenging coaching goals and set realistic time frames for
  • Recognising achievement
  • Recognising the need to re-contract when appropriate
  • Tailor the coaching process to the unique needs of the coachee and organisation

Building and Maintaining Coaching Relationships

  • Identifying and managing resistance and conflict
  • Influencing with and without authority
  • Maintaining confidentiality on sensitive organisational and individual issues
  • Holding multiple perspectives
  • Maintaining the balance of the coaching relationship and professional boundaries
  • Appropriately challenging the coachee and managing defensiveness without impairing
  • the coaching relationship
  • Flexibility and adaptability to work with a diverse group of clients, stakeholders (cultures,races, genders, styles and ethnicity

Business Acumen

  • Identifying business functions and their inter dependencies
  • The strategic planning process and its relationship with team and individual goal setting
  • Governance structures and practices and how they interface with business operations
  • Political agendas and how they impact the organisation
  • Knowledge of current business events, issues, trends and constraints
  • Awareness of of political hotspots

Maintaining Energy & Enthusiasm

  • Maintaining energy, optimism and enthusiasm during the coaching process
  • Emotional Control and managing emotions
  • Maintaining resilience –  bouncing back after mistakes and failures
  • Managing stress so as not to allow it to interfere with the coaching process

Listening for Potential

  • Recognising your own faulty filters
  • Not allowing details to distort
  • Listens actively and respectfully

Choosing and using words that work

  • Recognising the significance of  language patterns and sentence structures
  • Choose and use words that work to achieve your intent
  • Get answers with Quality Questions
  • Directive and non directive language
  • Clarifying and moving forward

Interpersonal Sensitivity

  • Flexing your style in response to how it impacts others and fits with the needs of others
  • Demonstrating an interest in people; shows curiosity about the lives, goals, experiences,
  • and perspectives of others
  • Being alert to subtle behaviours providing clues about others and checking out those responses
  • Not judging those from different cultures or those with values different from own culture

Development Planning

  • Assisting the coachee to establish ownership and responsibility
  • Planning and gaining commitment to a coaching time table
  • Establishing qualitative and quantitative measures of results for coaching goals
  • Identifying what can be achieved in coaching and recommending appropriate training or experience to address developmental goals
  • Identifying the need for referrals to other professionals where necessary

Facilitating Development and Change

  • Respecting the coachee’s point of view and offering alternative points of view
  • Selecting the most effective feedback model to enable constructive feedback
  • Offering specific strategies suggesting appropriate behavioural changes
  • Fabulous Feedback – Exploring best practice with the feedback game
  • Encouraging the translation of ideas into action plans
  • Identifying the appropriate ending point in the formal coaching process
  • Working with the coachee to identify ongoing developmental support and resources in his/her environment and to establish a transition – ending plan

Developing your personal action plan and determining your support needs

  • Identifying support needs for your coaching activity