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Humber Pro

Coaching & Developing Others
Micro-credential

Micro-credential Overview

Coaching and Developing Others Micro-credential is designed to give learners the coaching and performance management tools to promote individual performance and build high-performing teams. Through applied exercises in the live sessions, participants practice delegating, setting clear performance expectations and documenting results. Using the GROW model and coaching mindset, participants also refine their ability to facilitate coaching conversations that support development and result in an action plan. This course is designed for anyone moving into a management role or is currently in a supervisory position.

Length: 16 hours

Competency Achieved

Learners will receive a digital badge upon successful course completion.

Successful completion of the Coaching & Developing Others micro-credential demonstrates that the earner can set clear performance expectations, delegate, coach and provide feedback and development opportunities to promote individual performance and results.

Coaching & Developing Others micro-credential digital badge

Module 1:
Setting and Communicating Performance Expectations

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  • Link individual performance expectations to team and organizational goals
  • Document expectations for a work assignment
  • Conduct a delegation conversation

Module 2:
Monitoring and Motivating Performance

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  • Describe key measures for monitoring performance
  • Assess employee strengths and development opportunities
  • Identify potential barriers to performance
  • Effectively deliver feedback to others

Module 3:
Coaching for Development

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  • Describe the coaching mindset and how it supports engagement and performance
  • Plan and conduct one-on-one meetings that support engagement, progress and results
  • Use questions and feedback to support team member self-awareness and goal setting
  • Apply the GROW model in coaching conversations to support others in creating development focused action plans

Module 4:
Addressing Performance Gaps

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  • Use an unbiased approach to identify performance strengths and gaps
  • Create observable statements that describe performance strengths and gaps
  • Conduct coaching conversations that support performance improvement and result in performance focused action plans

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