This workshop will equip managers, team leaders and internal coaches with the skills, knowledge and confidence to coach individual team members to improve their own performance and confidence.
It will also give participants the opportunity to practise the GROWS model and help raise self-awareness in others, motivate and encourage self-responsibility within those being coached at work.

Objective

Upon completion of the programme, participants will be able to:

• Understand what coaching is, their role as coach and how it can contribute to maximising performance at work
• Define 'coaching’ and explain how it differs from training, mentoring and counselling
• Create a consistent methodology of coaching that increases performance and supports the company's growth
• Utilise coaching to increase business results by expanding their direct reports' potential and performance
• Understand the GROWS model and be able to adapt it to most coaching situations
• Use some coaching techniques in a range of situations

Outline

Defining Coaching

• The importance of coaching
• Differences between coaching and other training approaches
• Small group exercise

Role of a Coach

• The Role, Skills and Attributes of an Effective Coach
• Key Principles of Coaching
• Coaching as a Motivational Tool
• Identifying Coaching Opportunities
• Small group practical activity, pairs exercise and group discussion

Active and Reflective Listening Skills

• Importance of Effective Listening
• Techniques for Active Listening
• Tools for Seeking Understanding
• Reflecting Back
• Practical exercises in pairs and trios with group discussion

Questioning Techniques

• Different types of Questions for Different Situations
• Using Open-ended and Close-ended Questions
• Identifying Ways People Learn
• Group discussion, presentation, question exercise, co-coaching exercise in pairs

Using the GROWS Model

• Summary of the G.R.O.W.S. Model
• Effective Communication Using the G.R.O.W. Model
• Selecting Key Questions for Use in Coaching
• Facilitator presentation, demonstration followed by group learning review, individual preparation

Coaching Practice

• Coaching Others
• Receiving Coaching
• Observing Coaching Techniques in Practice
• Practice sessions in trios with coach, coachee and observer

Next Steps

• Review of Learning and Action Planning

Who should attend

Executives, managers, leaders and emerging leaders who want to learn and integrate coaching skills into their current leadership style in order to increase their effectiveness and influence within their organisations.

Methodology

Testimonial

The course is with full scored!
Majlis Ugama Islam Singapura

Very good interaction, Willing to share knowledge & experience!
The methods are really useful for my coaching with my staff. Good & Clear! The example used are all very useful.
JTC Corporation

The template given in the course can be used readily. Shared may examples related to coaching. full score course.
Republic Polytechnic

Cidi Wee's Profile

Learning & Performance Practitioner

Dr. Cidi Wee is a catalyst for transformative learning, known for blending theory with practical solutions that help organisations tackle challenges with clarity and agility. With over 28 years of experience, he is a trusted practitioner in addressing complex learning and performance needs.

Dr. Wee’s specialties include leadership and management, performance optimisation, cultural diversity, sales and marketing strategies, and personal productivity. He operates across local, regional, and global contexts, tailoring solutions that drive continuous development and measurable outcomes. His workshops feature interactive discussions, practical case studies, role-playing exercises, and self-assessment tools. This workshop style is not a one-off event. It’s intentionally woven into his broader training strategy, fostering continuity and meaningful impact for individuals and organisations alike.

Dr. Wee collaborates with government agencies, multinational corporations (MNCs), small and medium enterprises (SMEs), and non-profit organisations. His client portfolio includes the National University of Singapore, Ministry of Defence, Singapore Business Federation, Google Singapore, Hitachi Elevator, Marks & Spencer, AkzoNobel Asia, Mitsubishi Corporation, Toyota Tsusho, Motorola Asia, and Meiden Singapore, among others. He currently contributes to a national initiative designing Career Conversion Programmes (CCPs), aimed at building an agile workforce through professional reskilling and support for new hires in roles within SME.

Internationally, Dr. Wee has led projects in the South Pacific, ASEAN, and across Africa, supporting HR reforms, leadership development, and performance management. He has partnered with organisations such as Singapore Cooperation Enterprise, Civil Service College International, UNDP, JICA, and KOICA to promote cross-border capability building.

Motivated by a deep passion for informal learning as a means to stay relevant and employable, Dr. Wee has dedicated himself to researching and designing practical strategies that help adult learners reskill and upskill through informal learning. Building on these insights, he has developed a suite of actionable tools that support ongoing skills development, empowering individuals to continuously grow and adapt in a rapidly evolving work environment.

Some of his work has earned recognition from former Singapore President Dr. Tony Tan, the Singapore Civil Service College, and the Chartered Institute of Personnel and Development for advancing sustainable development and contributing meaningfully to HR practices.

Dr. Wee holds a Doctor of Business Administration from Teesside University (UK) and a Master of Science in Training from the University of Leicester (UK). He is ACTA-certified (IAL), a Certified Associate of the Institute of Human Resource Professionals, a Certified People Developer Consultant (PSB), and has been a Chartered Member of the Chartered Institute of Personnel and Development (CIPD, UK) for nearly three decades.