The digital era is marked by rapid and constant changes in the business landscape, driven by extracting value from digital technology. Roles, responsibilities, and job descriptions are constantly evolving to accommodate emerging technology and new functionality. Organisations are tending to flatten hierarchies, and align structures more closely to customers, to manage uncertainty and promote agility. Employees are seeking better Employee Value Propositions (EVPs) whilst also being encouraged, and often expected, to adopt a broader set of objectives and tasks, and to constantly realign these to achieved desired outcomes. Organisational life is not easy.

At QA, our point of view that that in the digital age success hinges on the ability to unlock the potential of every employee and stakeholder. Adopting a coaching approach to performance management not only engages others, coaching also cultivates a compassionate and robust workplace that fosters ownership and accountability. Meanwhile stress, burnout and resilience are an important part of people management, which can be looked at authentically in coaching relationships. A delicate balance and synergy are required between, driving performance, and looking after well-being, to achieve organisational goals through employees constantly adapting. A coaching approach engages the expertise within every employee, guiding them in charting their own course towards realising their full potential, even in situations where the answers are either not obvious, complex, or not readily available, and yet are needed now.

Coaching relationships serve as a foundation for building valuable relationship capital that can be mutually leveraged by coach and coachee. Organisational capability extends to absorb new challenges, initiatives, and change.

Coaching is becoming main-stream. Most people are comfortable using technology to host coaching conversations making them more accessible. The emergence of AI will continue to alter what coaching looks and feels like, how easy it is to scale, and how effective and efficient it becomes.

What can Coaching for Results do for you and your organisation?

Coaching for results can intentionally move an organisation to be a better place to work. It enables people to continually address their performance in a compassionate way. Employees are supported to reflect on their alignment with organisational needs, whilst also addressing their own personal development needs.

It does not either substitute for, or avoid striving for, improved performance. It is not soft whilst also being soft. It is modern. It is valuable.

Our approach to your spending time learning

We do not overload learners with too many different ways of thinking about and practising coaching. We clearly direct the learner to coaching that is intentional and which is directed at results. We provide a safe place to explore the dynamics of coaching, its pitfalls, and its epiphanies.

We establish an environment that encourages learners to explore and embrace coaching as a mind-set. Our emphasis is on developing a fresh and deep perspective on coaching for results, within the context of the learner’s organisation. Our goal is for both who is paying for the training, and who is learning, are guaranteed payback.

Returning to work energised with new and practical ways of coaching with confidence and curiosity is key. Throughout the course, we pause to allow learners to think and record what it all means. Learners walk away, not with a hurried plan they are not committed to, written at the end of the course. Instead, they own a personalised, well thought thorough, and considered way of translating the learning into their workplace, because it is built throughout the course.

Breakouts, where coaching is related to in-depth in personalised ways through comparing the experiences and views of others, are not passive, nor forced contrived interaction. In small groups, learners think deeply about coaching, its worth, the practise of coaching, and how to seek feedback on becoming a better coach and coachee.

What’s included?

Included are sessions that clearly articulate how the learning can be translated into different contexts and different roles. Coaching as a practise is positioned and explored to extract the role of the context, the possible outcomes. As much as the theme is Coaching for Results, relevant connections are made to other related concepts that draw connections between the scenarios, coaching and performance. These related concepts can be team dynamics, difficult conversations and communicating effectively. Which related concepts are referred to, and integrated, depends on the unique context and experience of the learners.

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Our learning is geared towards people wishing to link coaching to performance as an approach to modern workforce challenges. Learning how to coach for results, in each learner’s specific context, means learners represent a diverse set of people starting or refreshing a coaching approach. We deeply understand people attend courses with varying motivations to learn, which we accommodate through skilled facilitation.

There are no pre learning or pre-requisites. Learners are purely asked to attend bringing with them their experience, their current point of view on coaching, and their understanding of their unique context.

Throughout the sessions learners are asked to complete a QA Leveraging Learning Log (LLL) so that learning is translated into relevant opportunities for growth – personal and organisational. Unique to QA, the LLL is a key part of our teaching and learning strategy that ensures learning flows back into the workplace with effort of course, but without wasted or un-co-ordinated effort.

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Learning Outcomes

  • Define coaching and results for their own context.
  • Identify what helps and what hinders the coaching process and how to proactively prepare.
  • Utilise listening, questioning and feedback skills to support the coaching process.
  • Utilise the GROW framework to deliver effective coaching conversations.
  • Integrate coaching as part of their personal brand.
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Course Outline

The course takes an active stance on coaching to ensure it happens back in the workplace in productive and reflective ways. It includes:

QA’s Winning in the Digital AgeFramework

  • The context for coaching.
  • What is coaching?
  • Why coach?
  • Prepare to coach
  • Skills needed.
  • Grow model.
  • Using the grow model.
  • Coaching practise.
  • Concluding the coaching arrangement.
  • Coaching in management.

We look forward to running these events to make a difference to employees and their organisation.

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Why choose QA

Dates & Locations

Frequently asked questions

See all of our FAQs

How can I create an account on myQA.com?

There are a number of ways to create an account. If you are a self-funder, simply select the "Create account" option on the login page.

If you have been booked onto a course by your company, you will receive a confirmation email. From this email, select "Sign into myQA" and you will be taken to the "Create account" page. Complete all of the details and select "Create account".

If you have the booking number you can also go here and select the "I have a booking number" option. Enter the booking reference and your surname. If the details match, you will be taken to the "Create account" page from where you can enter your details and confirm your account.

Find more answers to frequently asked questions in our FAQs: Bookings & Cancellations page.

How do QA’s virtual classroom courses work?

Our virtual classroom courses allow you to access award-winning classroom training, without leaving your home or office. Our learning professionals are specially trained on how to interact with remote attendees and our remote labs ensure all participants can take part in hands-on exercises wherever they are.

We use the WebEx video conferencing platform by Cisco. Before you book, check that you meet the WebEx system requirements and run a test meeting (more details in the link below) to ensure the software is compatible with your firewall settings. If it doesn’t work, try adjusting your settings or contact your IT department about permitting the website.

Learn more about our Virtual Classrooms.

How do QA’s online courses work?

QA online courses, also commonly known as distance learning courses or elearning courses, take the form of interactive software designed for individual learning, but you will also have access to full support from our subject-matter experts for the duration of your course. When you book a QA online learning course you will receive immediate access to it through our e-learning platform and you can start to learn straight away, from any compatible device. Access to the online learning platform is valid for one year from the booking date.

All courses are built around case studies and presented in an engaging format, which includes storytelling elements, video, audio and humour. Every case study is supported by sample documents and a collection of Knowledge Nuggets that provide more in-depth detail on the wider processes.

Learn more about QA’s online courses.

When will I receive my joining instructions?

Joining instructions for QA courses are sent two weeks prior to the course start date, or immediately if the booking is confirmed within this timeframe. For course bookings made via QA but delivered by a third-party supplier, joining instructions are sent to attendees prior to the training course, but timescales vary depending on each supplier’s terms. Read more FAQs.

When will I receive my certificate?

Certificates of Achievement are issued at the end the course, either as a hard copy or via email. Read more here.

Contact Us

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