Name: Level 3 Award in Coaching Training Course
Rating: 4.7 (1076 reviews)

We regret to inform you that there are currently no scheduled sessions for this course, so please let us know your preferred date and location and we will contact you soon.

Course Introduction

The Level 3 Award in Coaching aims to equip practising and potential team leaders and first line managers with the knowledge, skills and confidence to perform effectively as workplace coaches as part of their normal work role.

This programme will provide delegates:

Topics designed to give candidates an understanding of workplace coaching through three mandatory units:

Understanding good practice in workplace coaching
Organising workplace coaching
Undertaking supervised coaching in the workplace

Objectives

This program aims to enable participants to achieve the following objectives:

Describe the effective workplace coach’s role, responsibilities, characteristics and behaviours
Explain the importance of assessing learning styles, agreeing learning outcomes and overcoming potential barriers to ensure that workplace coaching is effective
Assess own ability to use a variety of interpersonal communication strategies and give effective feedback to learners on their performance to coach them in the workplace
Know how to identify resources to support safe and effective coaching in the workplace
Know how to monitor, assess and record learners’ progress towards their goals
Know how to use coaching records to identify areas for improvement in own workplace coaching practice
Plan and organise workplace coaching sessions
Undertake coaching in the workplace
Monitor and review own workplace coaching performance

Course Outline

Day 1: Day One

Nature and role of coaching
Development goals that can be met through coaching
Characteristics of effective coaching using a recognised model (eg: GROW or similar)
The coaching relationship, how it gives power to a coach, and the responsibilities associated with the role
Importance of equality working in a diverse workforce, nature of values and attitudes and potential for offence in the coaching process
Concept of learning styles and a practical model for coaches to use
Use and interpretation of an appropriate learning needs and styles assessment tools
Appropriate coaching approach to use with different learning style preferences
Nature and purpose of, and best practice in agreeing, learning outcomes
Personal factors which can inhibit responsiveness to coaching (eg previous experiences, expectations, attitudes to being coached)
Strategies to overcome personal barriers to coaching
Practical barriers to coaching in the workplace (physical environment, managerial attitudes, time, work pressures, etc)
Strategies to overcome workplace barriers to coaching (negotiation, alternative locations, etc)
Basic difference between training (telling) and coaching (asking) and implications for appropriate communication skills
Relevant oral communication skills for coaching (range of questioning techniques, active listening, summarising, reframing and reflecting, etc)
Interpretation of body language (posture, gesture, proximity, facial expression, etc)
Giving and receiving feedback, and encouraging learners to give feedback

Day 2: ILM Induction

Range and value of different learning resources and facilities available to support coaching
Accessing learning support services
Range of resources that might be used in coaching, their preparation and use
Layout and location of coaching environment
Potential hazards and risks associated with coaching environment, coach’s responsibility for ensuring a safe environment
Recognition of learner needs beyond coach’s competence (personal, social or psychological problems, learning difficulties or disabilities) and available support services
Nature, purpose and importance of coaching records (diagnostic outcomes, development goals, coaching plans, coaching sessions, progress reviews, etc)
Progress monitoring methodologies and records
Assessment techniques and purpose (formative, summative, competence, knowledge, etc)
Nature, purpose and importance of feedback in supporting learning
Range of possible learning opportunities
Strategies for reviewing own performance
Importance of informing decision makers about any organisational impediments to learning
Individual tutorials

Day 3: Unit: Understanding good practice in workplace coaching

Types of coaching record, their purpose and significance
Importance of confidentiality and security in recording coaching
Using coaching records to inform own development – issues and patterns to look for, etc

Day 4: Day Two

Good practice in coaching
Learning styles and barriers to learning
Communication skills in coaching
Monitor and evaluate the use of resources available to support coaching
Monitor and evaluate communication skills in coaching
Record and assess learning through coaching
Use of a coaching diary to record coaching activity and reflect on own performance
Role of supervisor to support coach’s development
Review and conclusions

Day 5: Unit: Organising workplace coaching

The assessment process requires each delegate to complete a work based assignment covering two units (Understanding good practice in workplace coaching & Organising workplace coaching). There is a final assessment consisting of a Coaching Diary following completion of a minimum of 6 hours’ workplace coaching. Both of these assessments are completed back in the delegate’s organisation.

Day 6: Day Three

Day 7: Role play scenarios

Day 8: Assessment leading to ILM Qualification Certificate

Certificate

COPEX Certificate of Attendance will be provided to delegates who attend and complete the course.
ILM Qualification Certificate will be provided to delegates who attend and pass the required assessment either at a pre-determined time or after the conclusion of this ILM Qualification.

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Led by a passionate leadership team and supported by a network of world-class trainers, COPEX Training connects professionals worldwide with life-changing opportunities. We are committed to excellence, ensuring every participant leaves with the tools, expertise, and confidence to conquer an ever-evolving world.

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Our cancellation policy varies depending on the circumstances presented. Generally, cancellations must be initiated in formal writing at least 14 days prior to the commencement date of the training course. Further, the option to shift an existing registration to another training course on a later date is possible. Otherwise, a full refund will be initiated.

Our training courses courses are being held at five-star hotels in prime and iconic destinations across the globe. Cities such as Amsterdam, Barcelona, Dubai, Geneva, Istanbul, Kuala Lumpur, London, Houston, New York, Paris, Vienna, Zurich, etc.

Our training courses will run for 5 hours per day. The standard daily timing is from 8:30 am – 3:30 pm including the coffee/tea breaks and lunch.

The training course fee can be settled by either:

Bank transfer
Credit Card

Published training course fees are inclusive of the training venue, training manual, writing materials, lunch and coffee breaks with refreshments over the entire duration of the training course.

Upon successful registration, processing window will take not more than 24 hours from the time of registration. An email including the registration confirmation, invoice and joining instructions will be sent to the provided email address.

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