Management & Leadership · BEGINNER
Coaching Skills for Team Leaders
Practise work-focused coaching questions, realistic options and bounded action reviews within leadership limits.
What you’ll be able to do
- Apply the workflow: agree a suitable coaching purpose.
- Apply the workflow: listen and ask useful questions.
- Apply the workflow: explore options and constraints.
- Apply the workflow: agree an action experiment.
- Apply the workflow: review learning and boundaries.
Your course, step by step
- Agree a suitable coaching purpose
- Listen and ask useful questions
- Explore options and constraints
- Agree an action experiment
- Review learning and boundaries
How completion works
Pass the practice question in every lesson first, then pass four assessment sets in order. Each set has 10 distinct questions and requires at least 80% (8 out of 10). All four must be passed; a high score in one cannot compensate for another. It is open-book and must be your own work. This automated assessment checks course understanding; it does not independently verify identity or workplace competence.
Each set attempt has its own 15-minute window. Starting an attempt counts even if you abandon it. Wait 15 minutes from the start before a retake; after every third attempt of the same set wait 24 hours. Passed sets stay saved. A live attempt can be resumed. Retakes and learning remain free.
About this course
A coaching conversation helps a colleague examine a work challenge and choose a practical action. This course explores a shared purpose, useful questions, relevant options and review of a bounded trial. It also distinguishes coaching from instruction: a beginner may need necessary procedural information rather than questions that assume knowledge they have not received.
The leader should be honest about fixed decisions, authority and confidentiality limits. A personal concern needing specialist support should use an appropriate route. These extended lessons do not qualify the learner as a therapist, professional coach or HR investigator. The focus is a responsible work conversation, supported by fictional scenarios and private practice, rather than a promise that coaching will solve every performance issue.
Who this course is for
Team leaders practising introductory coaching conversations about suitable everyday work challenges.
A practical example
A fictional colleague wants to improve the clarity of a handover. Ask for a specific recent example and explore what the receiving person needed. A small trial might use a short checklist on two suitable tasks, with the time and support agreed in advance.
At review, ask what happened and what was learned. If the result is unclear, say so and consider other influences. Avoid pretending the employee chose an action that the manager actually imposed. A useful conversation increases clarity while keeping its purpose and limits honest.
Try your own fictional version, then enrol to work through the lessons, practice and assessments. Use this unmarked example to explore the skill before working through the course activities.
Continue building the skill
- Mentoring Goals and Professional Boundaries · Optional certificate R99
- Supportive Performance Conversations · Optional certificate R99