Individual autonomy, personal responsibility and sharpened performance

As work becomes increasingly self-directed, the ability to solve problems independently is a critical requirement for maintaining momentum across the organisation. Effective coaching unlocks the capability of others to find their own solutions and commit to progress without constant supervision, leading to a culture of self-sufficiency and personal ownership.

This course develops a principled and enquiry-led approach to coaching. Participants work on building a strong coaching presence, asking better questions and creating the right conditions for others to resolve performance plateaus. They explore strategies for using coaching to give constructive feedback in day-to-day interactions, ensuring that conversations identify clear and actionable resolutions.

The result is a noticeable increase in individual autonomy, more consistent achievement of performance targets and a workforce capable of delivering a measurable contribution.

  • Adaptability and learning agility
  • Analytical thinking and problem-solving
  • Collaboration and teamwork
  • Decision making and judgement
  • Effective communication
  • Emotional Intelligence (EQ)
  • Leading self and others
  • Relationship and stakeholder management

  • Course participants will operate with greater personal effectiveness and credibility in performance and development conversations where self-reflection, awareness and commitment matter.
  • Stakeholders will see stronger ownership and more consistent follow-through in performance and development expectations.
  • Your organisation will see greater self-sufficiency and decision quality across the workforce, harnessing personal direction and innate talent to raise performance standards.

  • Lead coaching conversations with clear focus and direction, helping others make sense of priorities and identify practical next steps.
  • Apply coaching structure, listening and questioning with greater judgement, enabling more focused and effective coaching conversations.
  • Manage coaching conversations effectively when pressure or emotion is present, keeping dialogue constructive and on track towards purposeful resolutions.

Module Overview Competencies
1 Your coaching role and professional credibility
  • Defining the coaching role to establish professional credibility and trust
  • Assessing personal capability to set goals that move beyond giving direct instruction   

Establish a credible coaching role by identifying personal strengths and areas for improvement to ensure purposeful guidance.   
2 A shared coaching path and secured commitment
  • Using a structured framework to provide conversations with direction and pace
  • Shaping motivating goals that encourage progress and personal commitment  
 Apply a structured framework to focus conversations for securing strong individual ownership of results.    
3

Context, perspective and possibility

  • Interpreting the coachee's workplace context and the pressures impacting their success
  • Challenging existing perceptions to broaden perspective and uncover new opportunities  
 Interpret coachee context using insight and perspective to enable professional breakthroughs.
4 Creating safety and openness in coaching conversations
  • Building rapport quickly to create the openness required for productive coaching
  • Navigating emotional signals to understand meaning and build trust within the relationship

Use attentive listening to navigate emotional signals for creating the safety needed for open dialogue.
5

Questions that deepen thinking

  • Applying diverse questioning styles to explore reality and challenge existing assumptions
  • Facilitating clarity through focused dialogue to secure a firm professional commitment  

Use purposeful questioning to deepen thinking for moving conversations towards clear, actionable results.
6 Integrating coaching skills in practice
  • Integrating structure, listening and questioning within full coaching conversations
  • Reviewing feedback to sharpen strengths and identify priorities for improvement  
 Demonstrate integrated coaching skills and apply structured feedback to set goals for continued improvement.
7

Presence and judgement under pressure

  • Strengthening coaching presence to maintain trust and focus during difficult interactions
  • Adapting to common coaching challenges while keeping the conversation moving forward  

Project a steady professional presence when navigating relational roadblocks to maintain momentum and trust.
8 Embedding coaching in professional practice
  • Turning day-to-day feedback and casual dialogue into coaching opportunities
  • Using formal sessions to solidify personal ownership and agree next steps
 Integrate coaching techniques into formal and casual interactions to secure secure self-directed performance and long-term accountability. 

  • Professionals supporting others’ performance and development
  • Managers accountable for performance and development conversations
  • Project and functional leads driving delivery through others
  • Professionals leading work through influence rather than authority
  • Experienced professionals strengthening discipline and follow-through

Find out why you should choose us and how we deliver our workshops in-person or online. 

In-person public training dates 
18-19 May 2026  16-17 July 2026  
  • Length: 14 hours / 2 days
  • Workshop fee: Coming soon (subject to prevailing GST)
  • Venue: Toa Payoh Centre
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