Global

Coaching skills for managers and team leads (GROW and coaching conversations)

A ready-made course you customise for your organisation, with a live session deck and two surveys. You only add the 12 details that are specific to your organisation.

See the live deckSee the full outline
Try the coursePreview the survey
Length
40 min
Lessons
6 lessons
Frequency
In a new-manager programme
Last reviewed
21 Oct 2026
Grey areas, follow-up and building a coaching culture
What would you do?

A team member tells you they are finding things hard at home and cannot concentrate

Try it: this is one of 20 interactive activities in the course.

What's included

Three pieces that work together

Copy once, get everything. Learners prepare on their own, you answer questions live, and the surveys tell you what stuck.

Self-paced course

Short lessons with real workplace scenarios, not walls of text.

  • 6 lessons, about 40 minutes
  • Sorting activity, process, tabs, flashcards and quizzes

Live session deck

An AhaSlides presentation to run after the course, in person or online.

  • 10 slides
  • Quiz, poll, word cloud, scale slides
  • A closing slide for your contacts

Two surveys

Find out what landed, and whether people use it on the job.

  • Post-course feedback, about 2 minutes
  • 30-day check-in
  • Anonymous by default
  • Results feed your next refresher

Learning objectives

At the end of this course, learners can

Each objective and the lesson that covers it.

IDObjectiveSourceWhere it's covered
TO 170.0Achieve ≥ 80% on the final assessment-Whole course
SO 170.1Tell coaching apart from managing, mentoring and telling, and choose the right mode for a situationBest practiceWhole course
SO 170.2Use the four steps of the GROW model (Goal, Reality, Options, Will) to structure a coaching conversationGROW model (named framework, see verification list)Whole course
SO 170.3Turn closed or leading questions into open, powerful questions and listen without rushing to fixBest practiceWhole course
SO 170.4Close a coaching conversation with a chosen action and a follow-up date + your infoBest practiceWhole course
SO 170.5Recognise the limits of coaching at work (performance concerns, personal difficulties) and know where to refer + your infoBest practiceWhole course

Your part: what a template can't do for you

  • Your workplace details: fill in the 12 highlighted fields so the course describes your own policies, contacts and locations.
  • Records: record completion in your own LMS or record system.

Course outline

6 lessons, about 40 minutes

Minutes per lesson are an estimate, shared out by page count.

ContentInteractiveVideoYou customise
1

Why telling is not always the quickest way

3 pages

7 min
Before you beginNoteList
The two-minute answerTextImage
What is happening?ChecklistKey factQuiz
2

Coaching, managing, mentoring and telling

3 pages

7 min
Four modesTabsNote
Which mode?Sorting activity
CheckFlashcardsMatching quiz
3

The GROW model in four steps

3 pages

7 min
Four stepsProcess
The questions for each stepAccordionNote
Order the conversationSorting activityQuiz
4

Powerful questions and active listening

3 pages

7 min
Better questionsSorting activity
Listening to understandAccordion
Reframe itFlashcardsQuiz
5

Grey areas, follow-up and building a coaching culture

3 pages

7 min
Grey areasScenarioYour info
Agreeing and following upProcessYour infoChecklist
Team coaching and cultureTabsYour infoMatching quiz
6

Your practice plan and final assessment

2 pages

5 min
Your next stepsProcessYour infoYour infoNote
PracticeQuizKey factNoteButtonYour info

Live deck and surveys

10 slides to run live, two surveys to close the loop

Pink slides are interactive. Both surveys are anonymous; pink questions are written for this course.

ContentTitle, agenda, "coaching is a manager skill, not a professional qualification
PollWhen someone brings you a problem, what do you usually do?
ContentTelling, managing, mentoring and coaching in four lines; the four GROW steps
QuizWhich question belongs to the Options step? "What have you tried so far?" · "What else could you do?" ✔ · "What would a good result look like?" · "When will you start?
QuizWhich is an open question? "Did you tell them?" · "What options do you see?" ✔ · "Is that your plan?" · "Don't you agree?
Word cloudTurn this closed question into an open one: Did you finish the report?
Content · customiseCustomise: our rules" with {{PERFORMANCE_PROCESS_LINK}}, {{WELLBEING_SUPPORT_CONTACT}}, {{HELP_CONTACT}}
ScaleHow confident are you running a four-step coaching conversation?
Open-ended / Q&AA conversation you will try to coach this week
Content · customiseClosing {{HELP_CONTACT}}, {{SURVEY_2_URL}}, {{COURSE_URL}}
Post-course feedback: 11 questions, about 2 min
  1. Overall rating 5 stars
  2. Relevant, realistic, right length, helpful activities agree/disagree grid
  3. What was most useful? multi-select
  4. Confidence before this course, and now 1-5 scale
  5. Which step do you find hardest? multiple choice
  6. How easily can you turn a closed question into an open one? 1-5 scale
  7. Which course should come next? ranking
  8. I feel my team can bring me a problem without worrying about my reaction. 1-5 scale
  9. One thing we should change or add open text
  10. Would you recommend this course? NPS
30-day check-in
  1. Have you used what you learned since the course? multiple choice
  2. How confident are you today? Compare with day 1 1-5 scale
  3. Do you know where to find the performance process guidance and the coaching guidance? yes / no / not sure
  4. A moment where the training helped, or where you weren't sure open text
  5. Which topics should the next refresher focus on? ranking

Results show whether people use the training on the job, not just whether they finished it.

Make it yours

12 fields to fill in, and you're ready

Everything else is done. These are the details only your organisation knows; each one is highlighted inside the course.

  • The organisation's performance review or appraisal guidance, so coaching and formal performance steps stay separate{{PERFORMANCE_PROCESS_LINK}}
  • Any organisation guidance on recording or timing coaching follow-ups{{COACHING_FOLLOW_UP_GUIDANCE}}
  • Where employees can find personal support{{WELLBEING_SUPPORT_CONTACT}}
  • Help contact{{HELP_CONTACT}}
  • Policy link{{POLICY_LINK}}
  • Escalation route{{ESCALATION_ROUTE}}
Show all 12 fields
  • Next course link{{NEXT_COURSE_LINK}}
  • LMS or record system{{LMS_OR_RECORD_SYSTEM}}
  • Survey 1 URL{{SURVEY_1_URL}}
  • Survey 2 URL{{SURVEY_2_URL}}
  • Course URL{{COURSE_URL}}
  • Live session URL{{LIVE_SESSION_URL}}

FAQ

Common questions

Can I run coaching skills for managers and team leads (GROW and coaching conversations) training online?

Yes. The course is self-paced and online, and the live deck lets you add a live session in the room or online.

How often is this training needed?

In a new-manager programme, as a leadership development module, and as a refresher when a coaching culture is introduced.

Who needs this training?

Line managers, team leads, HR and L&D staff who coach colleagues; run by leadership development and L&D teams.

What records should I keep?

Record completion in your own LMS or record system, so you can show who finished the course and when.

Can I edit the content?

Yes, everything. Change the wording, swap scenarios for ones from your workplace, add your logo, or remove parts that don't apply.

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Last reviewed: 21 October 2026Templates are a starting point, not legal advice.

Ready to run it?

Open the live deck to see how the session runs alongside the course and both surveys.

See the live deck