Business Coaching Resources


If you are developing a business, be it large or small, you’re going to be needing some form of training or coaching. Finding the time and the money can be difficult, especially if you’re a start up on a limited budget. There are many options available however, which should be useful whatever level of development your Company is currently at.

Public Courses

There are a number of ways that you train yourself and your staff to be more effective and efficient in the workplace. Traditionally, anyone seeking business training would have attended a public classroom based training course. Such training can be anything from a few hours up to a week or more for some technical subjects such as IT. Costs also vary widely depending upon duration and subject, but expect to pay in the region of £300+ for a day’s training at a City centre location. Whilst these are still popular (especially with self-funded personal development), there alternative methods which may be more suitable for your business.

In House Training

In house (or ‘onsite’ training) has become popular in the last few years as more training organisations have started to offer the service. There are several advantages to this method of training delivery, particularity over classroom-based public courses:

  • Lower cost per delegate
  • No travelling expenses
  • Greater convenience
  • Staff remain onsite where they may be needed
  • Lower class sizes

Typically in house training will cost less with the more staff that you train. Added to the fact you have no travelling costs to pay, then this can be a very cost effective method. The question to always ask is, what can I expect from this training in respect of ROI? Some business coaching courses lead to immediate and tangible benefits, such as software training for example. You should be able to see improvements in staff efficiency and effectiveness within the Company almost straight away. Similarly benefits should be seen with Project Management training (such as Prince2), although the real effects may be longer term. There are many excellent onsite training providers across the UK, with market leaders QA being the largest, along with Paul Brown Training and Pitman Training as further choices.

Online Training

With fast Broadband being almost universally accessible, many people are taking advantage of online training in it’s various forms. This may be as simple as working with interactive training material, either from the office or at home. Online training is often a cost-effective way of learning, but without always having direct contact with a tutor it is perhaps not to everyone’s liking. However, some organisations are now offering live ‘virtual’ tutor-led training. This is usually provided through an online software video system and enables the tutor and delegate to see and hear each other throughout the training session. It is also often possible for the tutor to see the trainee’s computer screen, which can be particularity beneficial with software training for instance. Live online training can often be almost as expensive as a public training course, however it is certainly more convenient and there are no travelling costs to consider.

How to Find the Perfect Coaching Skills Course

If you want to hone your coaching skills and you’re searching for practical coaching skills training online, you should know that considering some variables will be the key to finding a course which is an ideal fit. Today, we want to share some expert advice which will make it easier for you to pick a course that really delivers.

Understand Your Own Needs

You should have a goal in mind before you take a coaching skills training course. So, think about what you hope to achieve. You’ll need to find a coaching program which helps you to get exactly what you want.

In addition to coming up with an overarching goal, you should explore some other topics in the same vein. For example, ask yourself what a good result from a coaching skills course will look like to you and what you plan to do to gauge your success after taking such a course. As well, ask yourself how successfully completing a training course of this type is going to impact your organization…will it provide tangible benefits which make it a good investment?

Some organizations shell out big bucks for training, but still don’t have impressive coaching cultures. The key to finding a coaching skills course which does positively impact coaching culture is searching for a course which is centered on a particular outcome or strategy.

Some people want to develop better everyday skills in coaching. Others want to alter coaching culture. Others wish to train coaches themselves after taking courses, by using what they’ve learned in order to help other coaches in their organizations. Better coaching skills are useful, but don’t typically lead to changes in coaching culture. If you want to improve coaching culture, or create it because it doesn’t currently exist, you should know that training which teaches a specific coaching style for day-to-day communications with athletes will be the best choice.

When you’re shopping around for a course, select a company which offers a course that fits your goals. The organization offering the course should have a good understanding of what you want from training. Don’t be afraid to ask questions and open a dialogue. A great company will be extremely interested in what you want and will do all that it possible in order to give it to you!

Understand What Is Needed

If you need to focus on development of a team of internal coaches who have the right formal training, you’ll need to know which level of training is required. Sometimes, formal qualifications for internal coaches are not necessary. Also, you may have team members who aren’t even interested in getting coaching credentials.

If you’re worried about people on your team lacking the free time and motivation to access formal internal coaching credentials, then you should seek out a course which offers participants a great deal of flexibility. People should have choices in terms of how and when they learn.

Our company has created a training system which leads participants to full academic qualifications. It’s a system which includes three separate learning modules. By choosing Notion as your preferred coaching skills course, you’ll be able to access flexible learning which develops your internal coaching skills and/or the internal coaching skills of your team.

Our course will develop coaching skills which are operational. We’re here to help participants refine their “everyday” coaching management practices. We will teach them a coaching management style which is a proven winner. As well, if you wish to develop internal coaches for your group, you’ll find that our course offers tons of benefits. Also, this training course gives participants the opportunity to gain formal, post-graduate qualifications.

Whether you choose us or not, you should choose a company which allows you to develop the skills which are most useful to you, according to a learning timeline which fits your schedule or your organization’s schedule. Knowing what you need is essential.

Should You Pay For Bespoke Training

If you want to access open coaching skill development, it’s easy to access through our company. You’ll also be able to select a bespoke program if you prefer this customized option. Each choice has its advantages and you’ll need to decide which type of program is most appropriate…

An open program will allow you to develop expertise and develop a beneficial external perspective. We know from our past participants that our open programs develop coaching skills, due in large part to the diversity and acumen of our instructors. We’ve chosen our training instructors with care and they are definitely top-notch. With our open program, our experts will be able to test the boundaries and capabilities of your existing coaching organization and then help you to deliver a strategic coaching program which is just right for your organization.

Our bespoke programs are also excellent options. They’re ideal for organizations which want to develop larger amounts of managers and leaders. They’re also perfect for organizations which are focused on developing leadership, team building, change programs and so on.

With our bespoke programs, another main benefit is that we’ll be able to evolve paperwork and change programs, to the benefit of your organization’s future development. Our paperwork and processes will be specifically tailored to the agenda of your organization.

Do You Want to Alter Behavior or Learn New Things?

If you’re interested in learning new things yourself or with your team, you’ll do well to select one of our classroom-based workshops. This type of workshop will give you the power to learn and help your team to learn. If you want to alter behavior, you should know that this takes longer and that new processes need to be practiced over and over in order to give good results.

Teaching can happen in a day. It’s possible to learn that quickly! However, changing behavior requires more time and effort. This is why our short programs, such as two-day programs, are augmented with a couple of months of “touch points” which are consistent.

Examples include time for participants to practice their new skills in real-life conditions, before coming back to us for expert feedback and talks about positive benefits and experiences which happen after the workshops. The process of reflection will make it easier for you to embed change into your team! Change will be long-lasting and will improve your coaching culture. If you wish to alter behavior over the long term, you should seek out a training company which offers this type of sensible support! Support should continue long after the workshop is complete!

Consider Supervision and Professional Development

If you want to develop internal coaches, you should consider the importance of sustainability. It’s the key to ensuring that standards and overall quality of coaching stay consistent over the long haul. Supervision and professional development are vital factors and you’ll need to find a coaching skills course which offers them in abundance. Our UK supervision team is committed to giving our clients the ultimate in professional development which is sustainable. When considering training courses for coaching, you should consider what will be provided to you by a coaching organization after a training event concludes. Look beyond the training event itself!

Look for Expert Training Pros

You need to hire a company with the right coaching skills and teaching skills. Our experts are very talented coaches and they bring years of relevant experience to their duties. When you choose us, you’ll access tons of insight. Our team members are still active in their fields, outside of what they do for our organization. They have so much experience and they are powerful and effective leaders. Don’t settle for a training course which doesn’t have top-notch, practicing coaches on board!

Think About Return On Investment

Do you want to train a group or just one person? Regardless, you’ll need to know that you’re able to access superior ROI! It’s true that quantifying return on investment for coaching training can be tough. However, it can be done! When you select our program, you’ll access a detailed report which is centered on hard facts. The report will show outcomes for the original program and whether or not goals have been met. ROIs for our program range from five to one hundred ROI.

What Makes a Good Leader?

In any organization, leadership provides the scaffolding upon which everything else is built. Whether you’re negotiating a multinational merger, or trying to order pizza, strong leadership plays a key role in your ultimate success. Simply put, in the absence of good leadership, organizations flounder.

Many people think that leadership is something you’re born with; you either have it, or you don’t. And while that makes for a nice narrative, nothing could be further from the truth. Sure, leadership comes more naturally to some than others, but it’s a skill. And like any skill, it can be learned. With that in mind, here are some skills that any leader would do well to focus on.

Leading by Example

Leaders influence the people around them. If you want your team to carry themselves professionally, think positively, or simply make business decisions according to a particular ethos, there’s nothing quite like leading from the front. Your team will look to you; set the example you want them to follow.

Building Your Skills

Leadership isn’t a test that you pass, or a certification you acquire; leadership is an organic, evolving process. Your leadership skills are never truly “done,” but rather a set of proficiencies that you’ll grow and adapt over time. Don’t settle for good enough; strive for greatness.

Your Decision Making Process

There is a common fallacy that decisive action is the hallmark of a good leader. And sure, confidence is inspiring, but ultimately, it’s far more important that you make good decisions, rather than fast or dramatic ones. The right decisions, made at the right time.

This doesn’t mean that you should procrastinate; far from it. Strike while the iron’s hot – not before, and not after.

Taking Responsibility

Over the course of any leadership project, there will be peaks and valleys. Your team will look to you for instructions, guidance, and reassurance, but make no mistake; the buck ultimately stops with you. Nobody likes a leader who takes all the credit, but tries to pass the blame, so embrace your responsibilities, and own your decisions.

Motivating

Business acumen is not the same thing as interpersonal communication skills, and vice versa. It’s important to recognize and incentivize the behaviors you want to see, not just in end results, but in process as well.

Relinquishing Control

This. Is. Difficult. Leaders tend not to delegate well, but that is literally the job; show some confidence in your team, and give them some autonomy in managing tasks. A leader doesn’t micromanage, they focus on the big picture. Lead, don’t manage, and you’ll be ahead of the curve. Watch the following video for more on becoming a good leader:

 

All You Need to Know About Overcoming the Fear of Change

It’s all about asking the right questions. The overwhelming majority of people that want to change, but just cannot seem to muster up the will to do so, really struggle to see why it is that they can’t make these changes happen. Most of the time, however, it’s because they aren’t asking the right questions of themselves, coming up with the right answers to unlock change, and just don’t dig deep enough to really find out what they have to change for everything else to fall into place.

NOT UNDERSTANDING EXACTLY WHAT CHANGE DEMANDS

If you’re dealing with a lot of ambiguity or are confused at all about how and where to start creating the change you want to see in life you’re really going to struggle moving forward. You need to figure out EXACTLY what it is you want to change and then EXACTLY what that change is going to require of you to get going.

NOT FEELING UP TO THE CHALLENGE OF CHANGE

When you feel like you have a lack in some area critical to manifesting change you’re never going to feel completely comfortable getting started. You’ll always feel like there’s more to learn, more to discover, and more you need to know before you can even take that very first step. Get past this roadblock by asking what you NEED to know to get started, seek out that information and that information alone, and then dive right in.

NOT FEELING READY

It’s very challenging to work up the energy, willpower, and drive necessary to create real and lasting change until you hit rock bottom or until you have no other option. On the flip side, you also need to have an idea of what change would look like in a positive way for your life going forward – something to push and drive you through the inevitable challenges you’ll encounter along the way.

Ask yourself what you need to know, and what you need to focus on, to get yourself headed down the path to successful change. Focus on these three critical areas we’ve mentioned above and you’ll find change becomes almost automatic, watch the following video for inspiration!

 

5 Keys to Getting Your Initiative off the Ground

Starting a new project is always going to be daunting. The keys to a successful initiative aren’t some big secret, but they do require a mindful application of knowledge. Hard work, in other words. Here’s some factors to keep in mind..

  1. Agreeing to something new is agreeing to change.

The importance of this is difficult to overstate, so we’ll say it again; when you ask someone to agree to something new, you’re asking them to change. Acknowledge that. If you wait until you’ve got everyone’s support, you may never get started in the first place; and if you’re not honest with yourself about what you’re asking, you’re unlikely to convince anyone to go along with your initiative.

  1. Over-communicate; then communicate some more

Any new endeavor hinges upon successful communication, but communication is hardly an exact science. Having said that, it is still a science, so don’t ignore research-based best practices; communicate often, not just when you need something. Engage in metacommunication. Understand that talking – sending a message – is just one small part of communication; if you’re not listening, you’re not communicating. Learn about your team, listen to their concerns, and be aware of the strong influencers in your group. If the only time you communicate is when you want something, people will (correctly) assume that when your mouth is moving, you’re engaging in politics to serve your own end. Don’t neglect communication, and you can avoid all manner of perils.

  1. Both Individuals and Organizations are Emotional, and Psychological Entities

Even a highly unified, senior team isn’t a single entity, so much as a diverse array of interlocking agendas, interests, motivations, and – most of all – personalities. If you look at the team as a monoculture, you’re going to make costly mistakes, and risk adding insult to opposition. Take the time to learn the individual members who make up the team, their communication preferences, styles of learning, etc. What’s important to one may not be to another – but you need everybody on the same page if you’re going to get their support.

Visual thinkers like images. Kinaesthetics want to get hands-on with your idea – literally. Auditory learners are going to want to hear you say it, so talk the whole thing through. With careful thought, you can combine these traits, but the important thing is to remember that you’re addressing a group of individuals – if you’ve lost someone, take the time to get them back on board.

  1. Change Requires Conflict

Change is scary, and comes with many barriers. And those exist for good reason – sticking with something that works has some powerful evolutionary forces behind it; you’re literally asking someone to go against millennia of instincts. Accept that it’s hard, and accept that there’s going to be some conflict. But don’t accept that it has to be a fight.

Positively reframing a conflict as a collaboration can be an incredibly powerful tool for shaping your discussion. Keep tabs on your own levels of assertiveness, argumentativeness, and cooperativeness, and you can navigate the creative tension necessary to initiate change.

  1. Decision-Making is a Multi-Faceted Process

When you understand the ways that people arrive at decisions, you’ll have better luck gaining understanding, which can turn into compliance. But you must understand the decision-making style of the different contributors if you want to have success in gaining their support. Engage creative individuals by involving them in the design process of your idea – weave fragments of their suggestions into your language when bouncing ideas back and forth.

Getting your initiative off the ground can be a tricky balancing act, but if you keep these keys in mind, you can turn your opposition into your support.