Workshop overview

Raising the level of a leader’s effectiveness by learning how to Coach for High Performance: Leaders and
Organizations will experience a shift in the ability to influence and empower those they lead to achieve
greater results, solve problems, increase leadership skills, and improve employee engagement, using the
tools they acquire in this workshop.

We will provide a highly interactive coaching workshop where participants will experience both observational
learning, practical application, and live coaching sessions using the Maxwell Leadership Coaching Framework.

At the end of this training, participants will have a thorough understanding of how to coach using a proven
framework, the process to follow, and how to ask powerful coaching questions.

They will learn the method to
build rapport and connect quickly, and how to be fully present and actively listen.

They will experience
multiple live coaching sessions where they will have the opportunity to role play the coach & the client.

 Upon completion of the workshop, participants will have the knowledge and skills to effectively use the
Maxwell Leadership Coaching Method to influence those they lead.

Workshop Objective

The objective of this workshop is to equip leaders with the knowledge, confidence and practical skills to use coaching as a leadership and performance-development tool.

Participants will learn how to:

• create an environment that supports high performance
• move beyond providing all the answers
• develop greater ownership and responsibility within their teams
• build stronger relationships with the people they lead
• listen actively and attentively
• ask powerful, open-ended questions
• communicate directly and compassionately
• build trust and psychological safety
• help team members identify obstacles and generate solutions
• guide meaningful action and accountability, and
• develop people who are increasingly able to think, solve problems and lead.

Workshop Outline

1. Understanding Coaching as a Leadership Responsibility

A key responsibility of leadership is helping others grow and perform at their best.

Participants begin by exploring why coaching matters and how it enables leaders to:

• develop people rather than simply direct them
• strengthen ownership and responsibility
• improve productivity and performance
• support problem-solving and decision-making
• build future leaders, and
• create a positive culture of learning and accountability.

2. Moving to a Higher Level of Leadership

Participants consider the difference between producing results personally and developing others who can produce results.

The workshop explores how leaders grow from relying primarily on positional authority or personal productivity towards:

• building trusted relationships
• enabling team performance
• developing the capability of others
• creating greater leadership capacity, and
• freeing themselves to think and lead more strategically.

3. The Qualities of Leaders Who Coach Well

Participants explore eight important qualities demonstrated by effective coaching leaders.

Leaders who coach:

1. operate at a higher level of leadership
2. inspire vision, goals and productivity
3. create a positive culture of accountability and growth
4. focus on solutions rather than blame
5. help team members become leaders
6. build confidence and self-belief
7. stretch people beyond their comfort zones, and
8. foster creativity through collaboration and conversation.

Participants reflect on their current strengths and identify areas in which their coaching leadership could be developed further.

4. Creating a High-Performance Environment

A high-performance environment allows people to fulfil their potential, become more productive and deliver meaningful results.

The workshop explores five essential elements of such an environment.

• Vision is valued
• Learning is encouraged
• Confidence is built
• Leaders grow people
• Coaching becomes a conversation and performance tool

Rather than creating dependence on the leader, coaching helps the individual think, learn and take action.

5. Understanding What Coaching Is—and Is Not

Participants distinguish coaching from other important helping and leadership roles.

• Coaching and managing
• Coaching and mentoring
• Coaching and counselling

6. Active and Empathetic Listening

Effective coaching begins with listening.

Participants explore how active listening involves hearing not only the words being spoken, but also noticing:

• tone of voice
• pace and energy
• hesitation
• emotional cues
• recurring themes
• what may be left unsaid, and
• the meaning beneath the words.

Leaders practise listening with their full attention so that people feel heard, respected and understood.

7. Asking Powerful Questions

Powerful questions create thought, insight, clarity and ownership.

Participants learn how to move into conversations with curiosity rather than arriving with immediate answers.

The workshop helps leaders build a practical collection of questions that can be used during workplace coaching conversations.

8. Communicating Directly and Compassionately

Coaching does not mean avoiding difficult matters.

Participants explore how to address challenging topics with courage, clarity and compassion while keeping the conversation focused on:

• growth
• teamwork
• learning
• responsibility, and
• improved performance.

Leaders consider how recognising strengths and maintaining respect can help constructive communication remain open, even when the subject is difficult.

9. Building Trust

Meaningful coaching requires trust.

Participants reflect on how leaders build trust through:

• authenticity
• consistency
• confidentiality
• openness
• respectful challenge
• appropriate vulnerability
• a willingness to acknowledge mistakes, and
• demonstrating genuine belief in the person’s potential.

The emphasis is not on expecting perfection, but on cultivating a willingness to learn and grow.

10. The AOOA Coaching Framework

Participants are introduced to the AOOA framework, a practical structure for leading focused coaching conversations.

The framework can be applied to a brief workplace conversation or a more formal coaching session.

This final step translates reflection into commitment, learning and forward movement.

11. Designing an Effective Coaching Conversation

Participants consider the practical elements of planning workplace coaching sessions.

12. Developing a Willingness to Experiment

Growth often requires people to try something new before they feel completely confident.

Leaders learn how to help team members approach action with a spirit of experimentation by encouraging them to:

• test a new behaviour
• try a different approach
• take a manageable step
• reflect on the outcome
• learn from the experience, and
• adjust the next action accordingly.

This reduces the pressure to get everything right immediately and strengthens resilience, learning and adaptability.

13. Practising the Coaching Process

Participants apply the coaching principles and AOOA framework through guided practice.

They have opportunities to experience both roles:

• the leader or coach facilitating the conversation and
• the team member or coachee reflecting, generating options and committing to action.

This allows participants to build confidence, receive feedback and experience the difference between advising someone and genuinely coaching them.

The Workshop Experience

This is an interactive and application-focused learning experience that may include:

• facilitator input
• leadership self-assessment
• guided reflection
• individual and partner exercises
• workplace coaching scenarios
• listening and questioning practice
• group discussion
• coaching demonstrations
• structured coaching conversations
• peer feedback, and
• the development of a personal coaching action plan.

Who Should Attend?

This workshop is suitable for:

• business owners
• directors and partners
• executives;
• senior and emerging leaders
• managers and supervisors
• team leaders
• human resources and people-development professionals
• project leaders, and
• professionals responsible for developing or managing others.

What Participants Will Take Away

Participants will leave with:

• a clearer understanding of coaching as a leadership skill
• insight into the difference between coaching, managing, mentoring and counselling
• greater awareness of what creates a high-performance environment
• improved active-listening skills
• practical techniques for asking powerful questions
• increased confidence in addressing challenging topics
• a structured framework for coaching conversations
• tools for moving people from obstacles to options and action
• greater ability to develop ownership and accountability, and
• a practical plan for applying coaching within their teams.

From Giving Answers to Growing People

The most effective leaders do more than solve today’s problems. They develop people who are increasingly able to think, decide, act and lead for themselves.

This workshop helps leaders shift from always providing the answer to creating conversations that unlock insight, ownership and meaningful action.

Listen more deeply. Ask better questions. Grow capable people. Build higher performance.

Got any questions? You are welcome to contact Lynette Berger at [email protected]