We deliver these workshops as CPD sessions for qualified coaches and mentors or as skills develop sessions for trainee coaches, mentors, leaders and mangers who are looking to learn more. We adjust  the content and tailor the language as appropriate for each group. We can deliver these in a variety of formats, including:

  • 2 day
  • 1 day
  • ½ day
  • webinar

Our prices range from £2,250 for a full day, £1,500 for half day and £600 for a webinar. All are delivered by our team of experienced coaches, supervisors and facilitators. For more information about delivering these workshops, please contact Ed Parsloe.

Expand or collapse meApplying Coaching in the Day Job

If coaching skills have been learnt in a classroom environment, or practiced primarily in formal 1-2-1 sessions, it can be challenging for coaches to integrate these skills and approaches in the day job. This session supports coaches to apply ‘coaching intelligence’ to their wider role.

  • When is coaching appropriate, and when not?
  • Managing expectations and boundaries for ad hoc coaching
  • Coaching skills in 121s and meetings
  • Building coaching opportunities into work projects/planning
Expand or collapse mePositive Psychology in Coaching

Coaching objectives can sometimes get defined as a need to address a lack rather than build on strengths, leading to a problem-focused orientation to the coaching discussions. This workshop equips coaches to shift to a more positive focus, applying tried and tested methodologies.

  • Why strengths based / positive approaches?
  • Appreciative Inquiry
  • CBT approaches - making helpful reframes
  • When strengths based approaches are appropriate, and when they're not
Expand or collapse meUsing Feedback in Coaching

The OCM views coaching as a learning partnership that requires both coach and coachee to communicate effectively for the relationship to be successful. This workshop focuses on what the coach needs to do to build a strong alliance, as well as how to support coachees to develop effective feedback and communication skills.

  • Using feedback to create a learning partnership
  • TA ego states (adult, parent, child)
  • Giving challenging feedback
  • Helping coachees give feedback
Expand or collapse meSupporting Coachees in Prioritising and Delegating

A common challenge faced in performance coaching is supporting coachees with personal management and effectiveness. This session equips coaches with a range of skills and frameworks to support prioritising and delegation.

  • Covey's 7 Habits No. 3 'Put first things first' and 'Rocks' model
  • Blanchard Situational Leadership model
  • Understanding own drivers - shifting from 'rescuer' or 'perfectionist' - to 'enabler'
  • Crisis management vs. mid/long-term planning
Expand or collapse meGoal Setting

OCM’s situational approach to coaching and mentoring emphasises the need for coaches to be able to adapt their style and expectations to the individual and context. This means being able to work both with clearly articulated performance goals, as well as more emergent, often less tangible developmental ones; this session helps to build coaching skills appropriate to different parts of that spectrum.

  • Situational Coach-Mentoring framework - different types of goals for different parts of the spectrum
  • End goals vs. performance goals
  • Well-formed outcomes
  • Building motivation and reward
Expand or collapse meCoaching Through Change

Change is a constant feature of the coachee’s world, yet accepting and transitioning through change can present a real challenge. This session looks at how to support coachees to explore their attitude towards change, and find strategies to help them more forward.

  • Understanding the challenge of change
  • Kegan and Lahey's 'Resistance to Change'
  • Four Rooms of Change model - a psychological model of change
  • Working constructively through change with 4 Territories model
Expand or collapse meBecoming a Reflective Practitioner

This session supports coaches in developing effective personal reflective practices as a means of developing their own ‘inner supervisor’, surfacing and applying insights from coaching practice to continuously enhance their effectiveness.

  • Why reflection?
  • Reflecting backward and forwards
  • Developing mindfulness
  • Self-coaching and self-care / supervision
Expand or collapse meMindfulness, Mataphor and Somantic Intelligence

Cognitive approaches can be limited in bringing about change as they only work at the level of conscious awareness. This session look at how applying non-rational approaches can surface deeper insights for coachees, and accelerate change.  

  • Mindfulness and its role in deepening awareness and insight
  • Using metaphor to support transformational change
  • Exercises to support accessing somatic intelligence in the coaching session
  • Creating safety when working with non-rational approaches
Expand or collapse meCulture and Diversity

As coaching develops within organisations there is an increased need for coaches to apply awareness of cultural diversity – which can be expressed in a range of ways including generational, divisional, organisational and ethnic/national levels. This workshop is a starting point to exploring a rich subject area, with the aim of helping coaches become aware of the impact of their own culturally inherited assumptions and bias. 

  • Definitions of culture and its role in shaping values and behaviours
  • Understanding own culturally inherited values and behaviours, and their impact
  • An introduction to some core cultural dimensions
  • Adopting a versatile coaching style
Expand or collapse meCareer Coaching

Career coaching covers a rich territory, helping individuals to understand their core values, motivations and drivers in relation to career choices. It also looks at how individuals resource themselves through their relationships, networks, personal and professional development to stay resilient and broaden their career options.

  • Introduction to Skilled Helper model as a tool for supporting career change
  • Use of narrative approaches to describe career history to date
  • Supporting an understanding of key values and their relation to career choices
  • Supporting career resilience
Expand or collapse meCoaching Technical Professionals

This workshop explores the particular cultural identity of knowledge based professionals, and the implications for coaches working with them in terms of:

  • Developing rapport and sustaining credibility
  • Engaging technical professionals with their own development, and with the development of others
  • Common developmental needs in soft skills and EQ capacity and the implications for leadership development and team working.
Expand or collapse meTransition Coaching

Transition coaching is used to support individuals making significant shifts in role or leadership. This workshop looks at supporting the coachee to understand and manage the shifts within their inner and outer worlds, and to leverage opportunities for making an impact.

  • Four Rooms of Change to support working through psychological aspects of change
  • Theory U and working with emergence
  •  Supporting a mindful stance in the coachees
  • Use of metaphor
Expand or collapse mePerformance Coaching

At some level all coaching is about raising performance and developing potential.  However some coaching conversations and contracts will be focussed on the client’s need to deliver against stretch targets, or to improve their impact in a particular part of their role. In this session we will look at approaches that support the coach’s ability to support their client in:

  • Creating challenging goals and a strong positive and authentic vision of success.
  • Exploring the adaptation needed and the blocks and enablers to it
  • Creating a ‘path’ to success that they believe in
  • Applying Skilled Helper Framework to support the above
Expand or collapse meTeam Coaching

This workshop introduces some basic approaches for translating 121 coaching skills into a team context, and explores tools and techniques for supporting more effective team behaviours, greater awareness and responsibility, and commitment to a common purpose and vision.

  • Balancing operational and developmental objectives in working with teams
  • Supporting teams in building clarity around vision and values
  • Agreeing and supporting effective team behaviours
  • Stages of team development

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