Manager as Coach Programme

Developing practical coaching skills for managers

Photo of group working together representing manager as coach management style.

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The COVID pandemic has led to more virtual and distributed teams and organisation. This means that our approach to leading and developing others has to adapt to remain relational and connected. Managing through coaching is now an essential skill for every manager.

Manager as Coach is a management style that offers more flexibility and range in building relationships, developing staff, maximizing efficiency and productivity. It is about collaborating, working to build the strengths of your team, delegating more, talking less, listening more, and giving effective feedback. It is about engaging with others through questions and inquiry to elicit solutions and understand others at a deeper level which can lead to a more empowering and high performing culture.

Our Manager as Coach Programme is highly interactive and experiential. It will enable you to understand the fundamental principles, purpose, limitations, and benefits of coaching as a management tool. Through our design, you will practice coaching skills for managers that will transform how you communicate, interact and grow your team. This approach develops staff, enhances team cohesion and supports productivity.

This programme is a process. It is designed to work in 4 phases:

Icon representing engage phase of learning journey   ENGAGE – Involve stakeholders, establish context, practice tool and techniques

Icon representing workplace practice   WORKPLACE PRACTICE – Work with stakeholders to practice learned skills and tools

Leading across cultures 7   CONNECT AND REFLECT – Review progress, practise through role-play, refine understanding

Leading across cultures 6   CHANGE AND GROW – Sustain your change through continuing practice and feedback

During the workplace practice phase, learners’ key stakeholders may be surveyed to assess their assessment of the impact of the learning, adding to the effectiveness of phase 3, review, role-play, refine.

Why this programme, now?

  • To establish a relational connection with those you are responsible for
  • To explore, adapt and find solutions that are within the organisation
  • To empower and encourage staff
  • To respond quickly to changes in the environment and positively process disruption, conflict and change
  • To get to grips with that we already have.

You’ll leave with

Practical coaching skills for managers that will transform your management style

An understanding of coaching models and processes and how to use these in practice

Knowing how to use coaching skills to develop and build a high performing team

The confidence to start practising coaching skills immediately

Who is this programme for?

  • Every manager today requires coaching skills if they are leading others.
  • You want to empower others to get the best possible results organisationally and individually.
  • You want to develop stronger and better relationships with team members and stakeholders.
  • You are ready to transform into an inspiring and empowering manager.

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Programme Outline

Manager as Coach can be delivered as a face-to-face, blended or virtual programme.

The face-to-face programme structure is 2.5 days plus 2 half-day practical coaching skills sessions, with a 1-2 month workplace impact element between the two parts.  Each participant also has a 20 minute coaching session with an accredited coach.

The virtual programme structure is 5 half days plus 2 half-day practical coaching skills sessions, with a 1-2 month workplace impact element between the two parts.  Each participant also has a 20 minute coaching session with an accredited coach.

To maximise their learning experience, participants are asked to practise their learning and coaching skills on a regular basis.

Organisational Context and Goals
Recovering from the COVID Crisis
Virtual and distributed teams
Lack of motivation, direction or strategy
Struggles in decision making and overcoming barriers
Dropping level of performance
Challenges with complexity
Struggling to retain talent and develop empowered staff
Goal setting
Working through relationships and building trust and confidence
Personal Skills and AttributesInterpersonal Skills and Behaviours
Coaching skills
Reflective practice
Active listening skills
Inclusive leadership
Goal clarification and collective purpose
Building positive relationships
Team and organisational learning
Shared leadership and accountability
Communication and trust
Conflict resolution
Enabling a coaching culture

Stakeholder Engagement

Throughout the programme, learners will engage with key stakeholders to clearly define their goals for the programme and track progress against these objectives. Stakeholders and learners will be surveyed at key points to review the impact they are making in the workplace. This feedback and stakeholder engagement will inform facilitated sessions, adding depth and  value to these interactions.

  • Each programme includes pre-work when you and your stakeholders will be asked to complete a review questionnaire focused on your development goals for the programme. This is done electronically, and results are shared with you to help focus your development.
  • During the programme another review will be sent to you and your stakeholders to identify the successes and challenges you have experienced so far and what should be focused on to continue improvement.
  • Following the programme, two final reviews will be sent over a period of five months, exploring progress over time and reflecting on growth during the programme.

Phase 1 – Engage

Prior to Phase 1, learners are asked to complete between 2-3 hours of pre-work. The most important part of this pre-work will be selecting and contacting stakeholders who will engage with learners across the programme, providing feedback and insight on their development and impact. This includes taking part in an online review questionnaire before the first live session that helps to develop a shared understanding of context and aims for the programme. Learners will then take this insight into their facilitated sessions.

Phase 1 engages learners to uncover:

  1. What being and manager as coach means in their context
  2. What would make them more effective as a coach and how they can use coaching to get the best from their team
  3. How to promote a coaching culture within their organisation and team
  4. What impact they can make as a result of applying their new skills

Having established the context and priorities of the learners, Phase 1 of the programme then moves on to explore:

  1. The various Coaching Models and techniques and how to utilise them when working with their team and organisational challenges.
  2. Essential personal skills, including:
    Coaching skills, reflective practice, active listening skills, problem-solving  and inclusive leadership
  3. Essential interpersonal skills and approaches, including:
    Helping you staff with clarification of goals and purpose, building positive relationships, creating a learning culture, inspiring shared leadership and accountability, increasing communication and trust, resolving conflict and enabling a coaching culture.

Finally, an action plan is generated that aligns context and priority to their development of skills, giving clear development and performance objectives for phase two.

Phase 2 – Workplace Practice

Phase 2 sees the learner return to his/ her workplace, ready to execute on the action plan formulated in phase 1. Over the eight week process they will get to apply their learning as they go along the programme within their work context.

This will offer the chance to:

  • Engage with key stakeholders to inform them of learning and action goals
  • Implement and gain feedback on those learning and action goals
  • Refine and improve practice, based on feedback
  • Complete a PULSE learning journal to aid reflection and to use as part of Phase 3 review process.

To support learners throughout this phase, we provide online material for on a range of topics related to the programme, which we call Building Blocks. These are available to learners on demand, through their link to the Roffey Park Institute online platform.

Towards the end of this phase, learners and stakeholders will be asked to complete another online review of their progress so far and what they think is important to focus on in the next phase. This feedback will influence what happens in the reflect and connect sessions.

Phase 3 – Connect and Reflect

During this phase, learners focus on sharing their experiences of their learning journey with programme peers. This brings opportunities for fresh perspectives, new insights, and new energy. A Roffey Park International faculty member will facilitate the Connect and Reflect phase which is designed to create time and space for learners to reflect on, practice and make sense of their experiences to date. Learners are invited to assess the positives and the challenges they have experienced in relation to their practice as coaches by receiving feedback to recorded coaching sessions.

Sessions in this phase are active, focused and fun – bringing a mix of energy and quiet space to enable learners to maximise their thinking and planning. You will be involved in discussion and inquiry with your programme peers as well as ideation and planning. This phase closes with the refinement of the Engagement Plan for the final phase of their journey.

Gaining the most from this phase requires energy, questioning, introspection, interest in others, openness to ideas, willingness to share highs and lows of your journey, creativity and imagination.

Phase 4 – Change and Grow

The final phase is focused on helping learners to create sustainable change and impact in their workplace context by embedding new behaviours, methods and thinking and add value to their organisation at different levels.

Learners will continue to work on their action plans to embed their learning and create impact. They will maintain engagement with stakeholders as they do this, applying good practices like communication, inquiry, seeking feedback and collecting evidence.

Gaining the most from this phase requires an attitude of continuous improvement, resilience, energy perspective, collaboration and an ability to share stories of success as well as challenge.

Manager as Coach is also available with an ILM Level 5 Award in Leadership and Management.

ILM is the UK’s leading provider of leadership, coaching and management qualifications and training.

For more information, please get in contact.

Manager as Coach Programme Dates and Fees

Manager as Coach can be delivered as a face-to-face, blended or virtual programme.

The face-to-face programme structure is 2.5 days plus 2 half-day practical coaching skills sessions, with a 1-2 month workplace impact element between the two parts.  Each participant also has a 20 minute coaching session with an accredited coach.

The virtual programme structure is 5 half days plus 2 half-day practical coaching skills sessions, with a 1-2 month workplace impact element between the two parts.  Each participant also has a 20 minute coaching session with an accredited coach.

Virtual sessions will begin at 09:00 (UK time). Check your local time here


Virtual programmeFace-to-face Programme

*The price is net of any chargeable VAT or GST

September 2022 – Virtual

Session 1 (including launch): 12 September 2022
Session 2: 15 September 2022
Session 3: 19 September 2022
Session 4: 22 September 2022
Session 5: 26 September 2022
Session 6: 24 October 2022
Session 7: 31 October 2022
Session 8: ILM Assessment – 15 November 2022

January 2023 – Face to Face

9 – 11 January 2023

Virtual follow up

8 February 2023

15 February 2023

May 2023 – Virtual

Session 1 (including launch): 8 May 2023
Session 2: 11 May 2023
Session 3: 15 May 2023
Session 4: 18 May 2023
Session 5: 22 May 2023
Session 6: 19 June 2023
Session 7: 26 June 2023
Session 8: ILM Assessment – 10 July 2023

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