Management Development Institute

Coaching - the Modern Paradigm

Today employees expect recognition and input into how they are managed. And because budgets have been slashed, everyone is trying to do more with less to meet both challenges. Previous management models no longer work. For today’s challenges and a younger, highly educated work force, a new model of management, a new paradigm, is needed. Coaching is that new paradigm.

Accountability = Effectiveness

The most important aspect of the coaching is the application and accountability it provides. Without coaching, it is very common for people to learn new ideas and never put them to use. The coach becomes a “thinking and planning partner” with the client. In this relationship, the client can plan and try out strategies.

One client said: “I go to seminars, get jazzed about the subject, but never apply it at work. The coaching provides the impetus to really use the material.”

Details of the Management Development Institute Components

Rationale for Using the Management Development Institute

Poor management leads to loss of staff, poor morale and a decline in productivity

Coaching improves managers' skills and improves the organizational environment, leading to a climate where people want to be.

Are your managers technical wizards who are weak on people skills and team building?

It's not unusual that they have challenges handling conflicts between team members, dealing with people issues in project management, and motivating staff on less-than-cutting-edge projects.

Coaching enhances the results of training and makes it stick.

Training is effective for teaching skills that are procedural, such as problem solving, presentation skills, and time-management Coaching takes the extra step of teaching the art of people management by one-on-one problem-solving workshops and then makes each manager accountable for their in-house, real world results.

Coaching can empower your managers. NoonTime University will help:

• Provide a sounding board.
• Get them thinking about what is and is not possible.
• Encourage experimentation in new ways of communicating or managing.
• Guide people to take a new perspective
• Challenge them to set ambitious personal goals and to hold them to their promises.
• Focus on and define problems.
• Explore possibilities and challenge assumptions.

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Typical Results of the Management Development Institute

• Higher staff retention rates
• Self-motivated and self-managing staff.
• Interpersonal conflict issues handled effectively.
• Better overall productivity.
• Better team spirit and morale.
• Better cross-departmental collaboration & cooperation.

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Details of the Management Development Institute

Months 1–2

1. Introductory Class: The Core Skills of Coaching –– Introduction of the assessment instrument and how to use the entire program to coach employees.
2. Assessment of skills, styles and values using validated Internet hosted assessment instruments.
3. Introductory 1 hour telecoaching with each participant to establish relationship and goals.
4. Coaching session with business coach to review results of assessment and create plan.
5. Structured planning and commitment sessions between participants and their immediate managers.
6. First management skills training class (all subject matter is tailored to the group on the basis of assessment results and individual planning sessions).

Months 3–6

1. Skills training classes (4 - 5 three hour classes).
2. Peer coaching practice in and between classes.
3. 45 minute coaching sessions after each class by trained business coach to assist participants in application of learned skills and other management issues.
4. Periodic progress meetings between participants and their immediate managers.
5. Follow-up 45 minute coaching session 2-3 months after final class to evaluate effectiveness.

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