Content : Manager as Coach, Employee Coaching, Mentor, HR Coaching, Leader as Coach, Manager Coach, Manager as Coach, Leader as Coach,  Manager Coach, Manager as Coach,, HR Coaching, Manager Coach, Mentor

   

    Page 2.                                                                                           Courses For License Page 1                                            

      
Dr Skiffington's Workshop Course Manuals:
- Available for License by Graduates of the Institute's Master Coach Course
  -Note: To join the Course Licensing Program a person needs to become a 'subject-matter expert' in behavior-based
             professional coaching by first completing the Institute's Certified Master Coach Course.

World Class Educational Products For: 
       1. External practitioners 
              -looking to build a client base, gain an advantage over their competitors and a second income stream and-

         2. Internal professionals
              - wishing to provide world best standard coach training.
                

  - Certified Manager/Leader as Coach (CMLC) © Course
  - Certified  Professional Coach (CPC) © Course  
   - Certified Professional Development Mentor (CPDM) ©
       Course  
     -Note: All Coaching Workshop Course Manuals provided in
                CD & Hard Copy Format

    "The Crisis in Mainstream Workplace Coaching....All Managers are coaching in varying degrees, but very few are
      using valid coaching technology or the means to ensure their initiatives are accountable... and are generating
      sustainable results and clear productivity or profitability investment gains."  -HR Magazine

    "Coach training is the most in-demand career training program. And, the Certified Professional Coach course is by
     far, the most comprehensive level one coach skill building course available. Dr Skiffington's extensive course
     manual contains over 30 modules integrated into one incredible learning system!" 
       -J.Stretton. Executive Coach, NLB
     "Priceless! your courses have become the major profit center in my practice." -B.Johannsen. Coaching Plus.

   NOTE:  These are the same acclaimed, proven courses Dr Skiffington and her expert Faculty
   have personally delivered to a select / elite number of Fortune 500 and major Government
   clients  around the world...
The dilemma of the Driver/Sponsor of coaching initiatives inside an organisation:
You are responsible for the introduction of a coaching culture or program but realise you first require a proven educational coaching platform to: 1)  obtain senior management buy-in and, 2) have senior management through to line management understand how coaching can best work for them and the organisation overall. 

The educational coaching program 'Manager / Leader as Coach' provides all managers and leaders with the skills and understanding of how both the informal and formal models of coaching can work for them and their people. This invaluable educational course is also the ideal platform for any planned roll-out of a structured, formal coaching program and/or the establishment of a coaching culture.

 
The dilemma of the new external coach:
An external coach first requires working knowledge of a prospective client's: organizational culture, structure and processes, the people dynamics and the strengths and weaknesses of the management team etc. Without this inside information/knowledge a coach is working in a small dark room and can only talk in vague generalities. Any new coach also needs the opportunity and time to establish his/her professionalism and their ability to successfully work with the client's management.

A general, educational coaching program (such as Dr Skiffington's proven 'Manager as Coach' Program) has provided many of our graduates the ideal, "first-up" program to quickly open the door of opportunity. The first few sessions of an introductory-level, educational engagement is typically used as a discovery and networking process -allowing the coach to meet and listen with as many Managers/Leaders as possible.  These first exploratory steps need to be taken before the coach can really prioritize the most critical issues and present a solid case for follow-on specialist coaching services such as; executive/leadership/one-to-one or group coaching. This informed proposal can then be submitted to either: a) the initial gatekeeper/decision maker who has now established a trusting, professional relationship with the coach or, b) one of the Managers/Leaders who has had the opportunity to establish a working relationship with the coach via the 'Manager as Coach' Course and has decided to become a program sponsor or driver and introduce specialist coaching programs into his/her workplace.

  
Note: The licensee obtains the right to re-brand the licensed course with their own name, add any additional material and re-format the course to create short (2 to 4 hour) seminars or workshops (half-day) or longer certificate courses (4 Days or more) etc. 
     Certified Manager / Leader as Coach (CMLC)  -Course' #3.0
       Managers expected to coach workers every day
      "Nearly nine out 10 firms expect their managers to deliver coaching as part of their day-to-day
        work, according to a new survey by the Institute of Personnel and Development.

       The vast majority of employers believe coaching can deliver tangible benefits to both individuals
       and organisations, said the Institute. The majority of employers planned to increase the use of
       coaching over the next few years, it added. The research also found that coaching provided by a
       manager or supervisor is becoming increasingly popular as the value of sustainable on the job
       learning is recognised in the workplace. However, research also suggests that if coaching is to
       deliver these significant benefits, employers need to ensure that their line managers are provided
       with up-to-date Manager-as-Coach training to be able to deliver the results." 
          -Training & Development. -Jan. 2007. Management Issues News

Course Description
 No matter how much we “thrive on chaos” and jump “into the vortex,” new habits/learning/behavior take time to develop. Every person changes at their own rate and we can't speed that up. The world around us is changing faster than ever, but people are not. Clearly, we are in need of an adaptive, personalized change and growth tool to empower our Managers/Leaders to deliver ongoing, real, sustainable results to build individual/professional and corporate futures upon.

The Manager / Leader as Coach plays a critical role for organizational development and improved business results - whether the focus is reducing unwanted turnover, inducting new employees or those transitioning to leadership roles, providing access and skill enhancement to targeted groups, or accelerating the development of the best and brightest. And while coaching may occur spontaneously with positive results, its benefits are too important to be left to chance. A well-defined process, support structure, and validated techniques and tools are required to ensure reliability, sustainability, and broad-based impact.

A manager or leader is expected to get the very best from their people. And, much of that success will depend on their ability to help their employees develop the skills needed to improve performance levels. But coaching performance is more than skill enhancement – it is targeting growth paths, motivating, addressing behavior challenges – all with end goal of shaping and fine tuning employee performance to help the organizations realize its strategic objectives.

Most Managers/Leaders/Supervisors/Team Leaders believe they are providing performance oriented coaching by simply providing positional technical skills training and feedback. 
Many recent studies have shown that “Technical Skills” (our natural skills and learnt skills through training and experience) only represent at best 20% of the input into our performance. The remaining 80% which affects our performance comes from our "Personal Skills" (those crucial other elements such as our thinking and our behavioral aspects -such as: Ability to choose or make a decision, Assertiveness, Authenticity, Commitment to grow, Concentration, Emotional stability, Enthusiasm, Judgment, Energy level, Resourcefulness, Honesty, Integrity, Open-mindedness, Optimism, Persistence, Performing well under stress, Reliability, Self-confidence, Self-control, Self-reliance, Self-respect, Initiative or drive etc). Few Managers/Leaders understand just how deep rooted their own behavior patterns are, let alone how to positively change them in other people.

Peak performance coaching tools and techniques.
To create lasting performance change it is necessary to first understand the positive and negative influence that a person's Personal Skills has on the execution of their Technical Skills. Only when we fully understand a person's behavioral patterns and create positive self-managing coaching strategies can we assist a person to create lasting performance change.

Coaching for sustainable learning acquisition and behavioral change (versus old forms of traditional coaching) -is a vital function through which executives and managers learn how to "lead" their people to outstanding productivity, morale, commitment, creativity and teamwork. Some other results include: lowered destructive conflicts and a higher constructive challenge, more productive inclusive outcomes; increased openness and greater levels of creativity, problem-solving and intellectual curiosity.  

In this workshop, Managers / Leaders learn the latest and best practices for building, developing, and sustaining behavior-based coaching that delivers long-term, maximum results for both individuals and organizations.

Manager as Coach / Leader as Coach:
  - Course Objectives
-   Participant's (Managers / Leaders) are shown how to:

  • enhance their management and leadership skills
  • understand how coaching can work for them
  • define best industry practice standards of coaching
  • select the appropriate coaching models of practice in their role as a manager/leader
  • learn a step by step proven, process of coaching in the workplace that best suits them
  • practice their coaching skills in relevant role-plays
  • benchmark their own coaching initiatives against the industry leaders
  • best deal with some of the key challenges that a manager/leader coach must confront
  • participants are also shown how to increase their interpersonal and communication skills, problem solving skills and
    motivation and self-confidence, acquire better team cohesion and improve their bottom line results
  • plus lots of industry insider information, case studies, resources etc

Plus -How to:

  • Improve employee performance and well-being by creating an environment that promotes learning and development
  • Enable employees to build upon their strengths and improve areas of weakness
  • Address performance issues in a manner that gets employees back on track – fast
  • Build trusting and constructive relationships
  • Provide meaningful motivation – understand which motivational strategies work, which don’t and why
  • Build the competency level of a workforce in alignment with organizational goals

Some Further Benefits

  • Identify organizational policies, practices, and cultural factors that support successful coaching initiatives
  • How to tie your coaching to your organization's strategic objectives
  • Obtain a wealth of tools and sample documents to organize, launch, support, and sustain a proven coaching framework
  • How to utilize a scorecard of measures for evaluating your coaching's effectiveness and growth
  • How to leverage critical enablers -- and avoid critical derailers -- of effective coaching

 

Course Structure:
 -Comprehensive Experiential Learning
 30 Modules. Each module is complete in itself so that trainers can choose which modules they want to present.
 Each module contains:
     1) Clear Objectives established at the beginning of each module,
      2) Detailed Facilitator's Notes -a step-by-step guide to introduce the topic and a commentary to accompany each point
             on the material,
     3) Multiple Learning Activities for the participant to engage in, such as: role plays, case discussions, self-assessments
             etc...and,
     4) Facilitator's Notes -to conduct and debrief the learning activity.

Content: 
                 -Some Example Modules...

                 : Coaching  - its core elements (6W’s)

                 : What coaching is not

                 : Coaching Education - What to tell your staff

                 : Coaching Skills Checklist

                 : Coaching and Managing  -Recognizing your strengths as a Manager

                 : Informal Coaching – a model and when to use it

                 : The Managers Toolkit of Techniques -and how to use

                 : Exercises –Coaching Skills Practice etc

                 : The Critical Qualities of a Successful Manager Coach

                 : How the Manager can employ Behavioral Coaching

                 : The Managers Toolkit of Behavioral Coaching Models and Sub-Models

                 : Coaching for everyone?

                 : Who to Coach – Contractual Coaching

                 : The Assessment Toolkit

                 : Feedback Structure and Guidelines

                 : Coaching Dialogue -that works

                 : Goals and Action Planning Maps

                 : First (and Second) Coaching Sessions -the structure and content

                 : Ongoing Coaching Sessions  (A Cycle)

                       : How to work with Self-Limiting Beliefs -within a short timeframe

                 : How to work with Emotions

                 : More Exercises -eg: Observation Exercise –Coaching Skills

                       : The Last Sessions

                 : How to Evaluate Coaching

                 : Latest Team Coaching Strategies

                 : Dealing with any Barriers to Coaching

                 : How to determine Commitment Levels -and manage

                 : Strategies dealing with Coachee Reluctance etc..

                       : The Critical Maintenance Measures to construct -beyond the workshop
                       : Relevant Case Studies and lots more....

 

                - Note:  We currently have Certified Facilitators already in many countries/regions of the world. 
                              For a partial list of our client organizations, click here

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     Certified Professional Coach (CPC)  -Course' #3.0

Course Description
Rapid change in social and business environments has led to the explosive growth of coaching as a profession. In response to this increasing demand coaches not only need to be skilled in the latest coaching practices, but also demonstrate knowledge of the theory and research behind their coaching. As both individuals and organizations seek to maximize their potential in a rapidly changing world, demand for certified coaches continues to soar. The course offers rigorous education in both the theory and practice of coaching in a wide variety of settings. Those who complete this program will have acquired the best techniques for face-to-face and distance coaching, and will have a theoretical understanding of how and why coaching works. This extensive course will prepare an individual to coach many types of clients in many types of situations.

Who are the Course Participants?
- Individuals who are interested in developing coaching skills to use in their specific profession.
This course is suitable for Real Estate Agents, CPA's, Financial Advisors and other service providers -as an add-on to their traditional services as a trusted specialist advisor they coach/ guide their clients through strategic planning and related personal management issues. 

Some Objectives are:-

  • -Concentrated education in the theory and practice of personal, business, leadership and organizational coaching.
  • -A solid background in proven theories related to coaching: psychology, cognitive behavioral therapy, adult development, adult  learning, leadership and organizational systems, theories of culture and gender, theories of emotional intelligence, communication etc.
  • -Enhance the participant's repertoire of coaching skills and techniques. Skill training in the "how to" of coaching: designing a
     coaching plan, administering assessments, establishing a trusting relationship, ethical behavior, managing coaching progress and
     accountability.
  • -Learn how to use coaching models that fit the appropriate client need.
  • -Orientation and training in the use of a wide range of coaching tools including tools for exploring values, needs/gap analysis tools,
     goal setting tools, visioning tools, thinking tools, decision making tools, tools for challenging beliefs etc
  • -Help build the participant's marketing ability and business credibility as a specialist practitioner/coach

Course Structure:
  -Comprehensive Experiential Learning
 30 Modules. Each module is complete in itself so that trainers can choose which modules they want to present.
 Each module contains:
     1) Clear Objectives established at the beginning of each module,
     2) Detailed Facilitator's Notes -a step-by-step guide to introduce the topic and a commentary to accompany each point
             on the material,
     3) Multiple Learning Activities for the participant to engage in, such as: role plays, case discussions, self-assessments
             etc...and,
     4) Facilitator's Notes -to conduct and debrief the learning activity.

-What will the course content cover?

      -Some Example Modules...
   Introduction to proven, validated coaching research, and the importance of defining a coaching practice grounded in industry
       best-practices.
   Establishing who are you as a coach. In what ways do you need to further develop to become the coach you want to be?
   Coaching and Adult Development and Adult Learning Theory
   Psychological-Based Origins of Coaching. Coaching and Psychological Theories
   Differences between coaching and therapy
   Differences between 21st century, accountable professional coaching and the traditional, out-dated forms of coaching
   Understanding different types of coaching models, such as a cognitive approach therapy and solution focused coaching
   How to use an expansive toolkit for coaching: assessments, values tools, goal setting tools, decision making tools, etc.
   Coaching tools for performance: double loop feedback, modified 360's, selecting the right assessment tools etc 
   Using emotional intelligence concepts in coaching
   Coaching and Organizational Systems Theory
   Leadership/management theory and coaching
   Coaching and Communication Theory
   Organizational systems and culture and coaching
   Cross Cultural Coaching
   The coaching process within an organization, small business etc
   Face-to-face coaching practice and coaching via telephone
   Types of coaching: Executive, business, personal
   Team/group behavior theory and coaching
   How to best market your practice
   Stages of a coaching relationship and designing a coaching plan
   Establishing trust and intimacy
   Managing progress and accountability
   Coaching Best-Practice
   Refining one’s personal coaching style
   Aligning coaching practices with business strategy
   Ethical guidelines and professional coaching standards


Overall Benefits of the Certified Professional Coach Course:
   -master the basic conceptual frameworks of the coaching process
   -internalize the coaching skills and become competent to facilitate change within individuals, groups, and organizations
   -become grounded in an understanding of personal development as well as executive development
   -acquire coaching expertise in proven, validated coaching methodology, tools and techniques
   -how to effectively manage developmental issues that prevent clients from succes   -master the basic conceptual frameworks
    of the coaching process
   -internalize the coaching skills and become competent to facilitate change within individuals, groups, and organizations
   -become grounded in an understanding of personal development as well as executive development
   -acquire coaching expertise in proven, validated coaching methodology, tools and techniques
   -how to effectively manage developmental issues that prevent clients from successfully creating and implementing future plans.  

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Certified Professional Development Mentor (CPMC) -Course  #2.4
Course Description
The benefits from mentoring are too important to be left to chance
Mentoring is now used as a vital tool for organizational development and improved business results. The mentoring course will equip individuals who have a mentoring brief to not only maximize individual potential, skills, learning, performance and personal development of the people they work with but how to reduce unwanted turnover, induct new employees or those transitioning to leadership roles, or accelerate the development of the best and brightest.

In recent years mentoring has gained credibility as an important leadership and developmental support function in organizations. Coupled with this rise in interest is a greater concern with evaluation and accreditation of the mentoring activity. In particular, mentors are under greater scrutiny in their ability to add value in mentoring contexts and Mentor-Leaders require clearly defined principles and practical skills to be more effective.

For mentoring to realize its full potential it requires a well-defined formal process, a support structure, and valid tools to ensure reliability, sustainability, and broad-based successful impact.

Key Objectives:
The course provides its graduates with the theoretical understanding and experiential knowledge and skills necessary for them to undertake mentoring in a range of contexts. The process of mentoring has undergone significant development in recent years, however most nominated mentors are unaware of the latest mentoring research and latest validated models, tools and techniques available for use.

This course teaches the latest and best practices for building, developing, and sustaining a mentoring system that delivers maximum results for both the individual and the organization.

Who For:
The course is compulsory not only for the specialists devoting much of their time to mentoring, but also to managers and others who wish to think through the implications of this important change model for learning and development in their organisation.

The program is suitable for a wide range of professional spheres: management and commerce (corporate, government agencies, non-profit and small business), training, education (including learning mentors), staff development, human resource development, healthcare, ministry, social services, voluntary sector, prison and probation services, youth-work etc.

Some Benefits:
Leaders, Managers, supervisors and team leaders all need to become adept at the newly defined role of the mentor (partner/coach/advisor/consultant). Today, these are roles that are now increasingly central to the overall successful functioning of the contemporary manager. If this potential for integration and consistency across human resource initiatives is tapped to its fullest, then participating organizations have a tremendous opportunity to achieve the kind of key objectives they're striving for in the twenty-first century:
     -Enhanced competitiveness
     -Innovation and corporate agility
     -Ownership and alignment
     -The attraction and retention of top talent
     -Quality, value, and service

This course is critical for HR and organizational development practitioners, internal leadership, consultants and career development practitioners who are interested in learning how to enhance, maximize and formalize internal mentoring systems.

Participants are able to develop a blueprint of an accountable mentoring system and obtain a wealth of tools and sample documents to design, launch, support, and sustain an ongoing successful mentoring initiative.

Course Structure:  
-Comprehensive Experiential Learning
 24 Modules. Each module is complete in itself so that trainers can choose which modules they want to present.
 Each module contains:
    1) Clear Objectives established at the beginning of each module,
    2) Detailed Facilitator's Notes -a step-by-step guide to introduce the topic and a commentary to accompany each point
           on the material,
    3) Multiple Learning Activities for the participant to engage in, such as: role plays, case discussions, self-assessments
            etc...and,
    4) Facilitator's Notes -to conduct and debrief the learning activity.

Participants learn:
                  -Some Example Modules...
       Twenty-first century mentoring versus traditional mentoring 
       Case Studies
       Roles of the Mentor
       The Leader-Mentor
       The Manager-Mentor
       Mentoring Competencies
       The essential elements of a mentoring relationship
       Mentoring Skills
        Mentoring Models, Tools and Techniques
       Mentoring Styles
       Mentoring best practices
       Informal and Formal Mentoring
       How to employ alternative models to traditional mentoring, including peer, group, and protégé-driven approaches
       How to best establish the Mentoring Relationship
       How to build the mentoring Road-Map
        How to best deal with some of the key challenges that a mentor must confront 
       Problem-solving techniques
       How to transform potential into performance
       How to increase their interpersonal and communication skills, problem solving skills and motivation and self-confidence,
            acquire better team cohesion and improve their bottom line results
       Self assessment of mentoring knowledge, skills and practice  
       Assessing the competent Mentor
       How to utilize a measurement scorecard for evaluating your program's effectiveness and growth
       Role-plays and practical exercises to reinforce learning
       How to tie a mentoring program goals to your organization's strategic objectives
       Identify the policies, practices, and cultural factors that support a successful mentoring system
        plus lots of industry insider information, resources etc

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-Licensing by External Providers  -Some Financial Case Studies:

1) M.K (a coach in private/solo practice) 
-provides the 'Manager/Leader as Coach' Course to an increasingly active client base of only 4 medium sized businesses in the manufacturing sector. These businesses became her clients through the successful marketing of the 'Course'. The below figures exclude the additional earnings from flow-on coaching services.
  Yearly Gross Revenue:
  Ist Year -$38,500.  2nd Year -$74,350.  3rd Year -$112,600

2) JW shares a practice with one other partner. 
-With the Manager and Leader as Coach Course JW obtained a large private Hospital Group as a new client. The Hospital Group had a long history of poor employee satisfaction ratings and ongoing employee issues. With two of her staff JW conducts the Manager as Coach Program for all of the Group's managers and leaders. To help drive the coaching culture throughout the organization, the first group that completed the course included the entire executive staff and key department heads.

In less than eighteen months since establishing the coaching/education program the results are impressive: staff rating of their Managers has improved by 24%; there has been a 28% reduction in management turnover and resultant new hires associated costs; patient satisfaction ratings rose by 12% and there has been a 35% reduction in the number of employee complaints and issues. In particular, the program has improved the standard and performance of the leadership and management personnel and helped unite and provide focus to a very diverse workforce. The positive effects of coaching have clearly made a difference throughout all levels and within all the departments of the Group.
 
By February 2005, nearly 348 managers and leaders have completed the ongoing Manager as Coach Course  -returning the partners an income of over $175,000.

3) BC Consulting  (with 2 licensed consultants/users)
- delivers the 'Certified Professional Coach' Course to a new and existing client base as an additional educational service.
  Yearly Gross Revenue:
  1st Year -$135,000.  2nd Year -$210,000

 Through the many licensed graduates work with their clients around the world --the enormous value of the above Courses has been validated time and time again. The result: 
a) For external providers -an invaluable first-level service to obtain new clients and a powerful income-generator.
b) For In-House Users/Organizations - a core management/leadership development program that generates substantial, measurable bottom-line and strategic benefits across the organization.



 Course Licensing -User Fee  -per course manual (Format: CD & Hard Copy) 

      -CourseWare License -available upon completion of the Master Coach Course

                         Certified Manager / Leader as Coach (CMLC) -Course  -or-
                         Certified Professional Development Mentor (CPMC) -Course

                 License Type:  -Solo Practitioner   -Business -less than 200 employees  -Corporate -more than 200 employees
           License Period - 2 years      -$us4,950               -$7,950                                      -$9,950

                    Certified Professional Coach (CPC) -Course

                License Type:  -Solo Practitioner   -Business  -less than 200 employees  -Corporate -more than 200 employees) 
           License Period - 2 years      -$us6,950               -$9,950                                      -$12,950

For further details just submit the requisite Master Coach 'Registration of Interest Form' and our Institute will contact you to
     establish a telephone appointment.



Course/Facilitator Licensing Guidelines
Course -User Rights: 
Any person who conducts the course must be a registered licensed user. A license holder obtains the right to deliver the Manuals (according to the terms/length of their license). The license also grants the user the right to deliver the course to as many people as they wish (within a defined territory) and keep 100% of the revenues (ie; there is no royalty fee). Note: The graduate is also assigned the right to re-brand and re-format the course material.

The primary holder/acquirer of the License of Use is in the name of an organization or business entity. The secondary rights of the license (the right to deliver/teach the course) is only granted to nominated registered graduates of Dr Skiffington's Master Coach Course. All authorized instructors names are listed on a Licensed Facilitators Registry maintained and updated by the Behavioral Coaching Institute. 

 

License Checklist:
1. Attribution
The licensee must include attribution to Dr Skiffington and BCI as the source and owner of all copyrighted materials/program/trademarks.  Example: "Copyright (year) by Behavioral Coaching Institute. All rights reserved."


2. Modification
You may adapt and add supplementary materials to fit the needs of your market/users without permission.

3. Course Fees charged by License Holder
You may set your own fee structure depending on the needs and requirements of the market you intend to serve. 

4.  Individual License -Certifying/Permitting Use by others
The license is issued to an individual and only that person has the license, not their company, business partners -you do not have the right to permit others to teach the material. Any user of the Course must be specifically trained and licensed by us.

5. Posting to a website
You may post the list of course modules headings on your website (as per this site) as long as BCI's copyright/attribution is on the page.

6. eCourses, eZines, eBroadcasting, book/ebooks
Your license does not give you the right to repackage, broadcast or rebroadcast the courses concepts, forms, program tools or any material in the program in email, ezine or ecourse format nor in any book/ebooks you are writing.

7. Duration of use
2 Years, 4 Years or 8 Years  -subject to renewal and conditions of use.

8. Logos
You may not use or personalize or modify any BCI or 1to1 logo without permission.

9. Translations
Permission is required for any translation of our course material.

10. Upgrades
From time to time, we upgrade the materials or content of our licensed programs. These upgrades are optional and are available for a fee. 

11. Some situations which will cause withdrawal of a license.
a. If you harm Dr Skiffington's name or trading names or brand through non-delivery, illegal activity or non ethical behavior etc.
b. You adapt materials and do not include the copyright/BCI attribution line on each page.

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Content: Manager as Coach, Leader as Coach, Management Coaching, Leadership Coaching, Manager Coach, Mentor, Leader Coach, Leadership Coach, Manager as Coach, Leader as Coach, Mentor, Management Coaching, Manager Coach, Leadership Coaching, Manager Coach, Employee Coaching, Team Coaching, Group Coaching, Supervisor Coaching, Employee Coaching, Mentor, Team Coaching,