SPARTA COACHING

Sparta Coaching For Leaders Simulation 

Objective: 

•   Classify a personal penchant for one of four interactive graces
   
•   Grow an awareness of individual performance patterns
   
•   Acquire how those he or she coaches sight one
   
•   Create an action plan to apply in the place of work instantly
   
•   Identify strong points and weaknesses in the skills needed for operative coaching gatherings
   
•   Compare skill levels with a normative collection of managers from a wide range of businesses
   
•   Acquaint managers, supervisors, and team leaders with a seven-step model for effective coaching meetings
   
•   Support employees to improve their performance concluded effective performance coaching meetings
   
•   Size the development of coaching talents pre- and post-training Use this simulation to:
   
•   Present a innovative performance management classification within an organization.
   
•   Evaluate the coaching strengths and weaknesses of different managers
   
•   Classify the collective skill level of bosses within an organization
   
•   Emphasize performance coaching skills after a training event.
   
•   Inspect the effect and results of training using pre- and post-training
  scores
  How It Works
  Part I:
  Coaching Class? Calculation starts with an 18-item portfolio that takes approximately 10 minutes to complete. Each of the 18 items is a pair of statements. With a limit of five points, assessment-takers allocate points between the two statements in each pair - indicating the degree to which they feel describes their behavior. Scoring the assessment reveals "Coaching Grace Shape" and a dominant preference for one or more four personality styles.

Part II:
To certify a truthfully fruitful coaching meeting, managers need to follow a seven-step process.
Skilled managers recognize that the first step to active coaching is to create a relationship based on mutual trust. It's the groundwork of healthy manager- employee relationships and the key to growth and performance. But that's only the first step. 

1. Building a Rapport of joint trust
    
2. Opening the meeting
    
3. Attainment promise
    
4. Exploring substitutes
    
5. Receiving a commitment to act
    
6. Treatment excuses
    
7. Closing the meeting
    

Successful team are moving through three areas: 

1) Using right style each situation.
2) Choose the right answer for any meeting process.
3) Using best Coaching Competencies 

Design and demo, please contact:
manaing_director@think-egy.com
T:00201224100004