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manager as coach

Equip people with the 'must have' management skillset: coaching

Why 'manager as coach'?manager as coach

In today’s volatile environment, good relationships hold the workforce together: people join organisations but leave managers - because relationships matter.

When organisations develop more coach-like, engaging managers, they address some of today’s fundamental strategic challenges:

  • Increased employee engagement
  • Reduced staff turnover and absenteeism
  • Improved productivity and performance
  • Better team work

Coaching and mentoring is often rated as one of the most useful interventions by the people being developed. The term ‘life-changing’ is regularly heard, because – often for the first time - people feel properly listened to, understood and valued for their contribution.

More Information

The Manager as Coach programme can be delivered in four modules or create your own Manager as Coach programme based on your priorities.

Download the Manager as Coach flyer here

Contact us to discuss your needs.

Your development optionsManager as coach2

Develop ‘coach-like leaders’ in one, or all, of these ways:

  1. Manager as Coach: 
    Managers use coaching skills with their team, e.g. for the daily ‘huddle’, performance conversations, appraisals and team motivation activities, in formal and informal ways.
  2. Peer Coach: 
    People coaching and mentoring across the organisation, e.g. to develop people with potential, support new projects and gain competitive advantage.
  3. Internal or 'in-house' Coaches: 
    People with recognised coaching qualifications, delivering formal coaching e.g. as part of a management or leadership development programme
  4. .

Blended Learning Modules

Manager as coach3


We offer a blend of self-paced online learning, in-person interactive workshops, and group peer action learning in-person or by phone. 

Demonstrate the effectiveness of coachinggrowth

Coaching isn’t the magic bullet for every situation. It’s not a substitute for -

  • Good communication between managers and team members
  • Best HR practice
  • Clear feedback and performance management
  • Training, study, work-based learning or talking therapies, such as counselling.

Every organisation, every department, is different. It’s important to measure the impacts and return on investment (ROI). to find out what works, and what doesn’t.

This can also help improve the management of external coaching services and target those services where they are best needed.

Our impacts service helps clients pinpoint the effectiveness of coaching.

Find out more here.