Introduction to Coaching & Feedback Course

Lesson 1 • The Role of Feedback in Development

Explains feedback as a driver of growth rather than evaluation. Connects feedback to coaching by showing how both accelerate performance improvement.

Lesson 2 • The Coaching Relationship

Examines the dynamics between coach and coachee that enable productive conversations. Sets expectations for roles, boundaries, and mutual commitment.

Lesson 3 • Core Principles of Effective Coaching

Introduces the values and beliefs that underpin effective coaching practice. Provides a principled foundation learners apply throughout the course.

Lesson 1 • Non-Verbal Communication in Coaching

Covers body language, tone, and silence as coaching tools. Connects non-verbal awareness to the listening skills introduced in the previous section.

Lesson 2 • Paraphrasing, Summarising, and Reflecting

Introduces verbal techniques that demonstrate understanding and deepen exploration. These tools bridge listening and questioning into a coherent coaching dialogue.

Lesson 3 • Levels of Listening

Distinguishes surface listening from deep, empathic listening. Learners identify their default listening habits and practise shifting to higher-quality attention.

Lesson 4 • Crafting Powerful Questions

Teaches the structure and intent behind questions that generate insight. Learners distinguish powerful questions from leading or closed questions.

Lesson 1 • Closing and Committing to Action

Teaches techniques for closing sessions with clear commitments and energy. Effective closings increase follow-through and reinforce coachee ownership.

Lesson 2 • Navigating the Middle of a Session

Addresses how to maintain momentum and manage tangents mid-session. Learners practise redirecting conversations while honouring coachee autonomy.

Lesson 3 • Opening and Contracting a Session

Covers how to open a coaching session effectively and establish a clear contract. A strong opening sets direction and increases session productivity.

Lesson 4 • Other Widely Used Coaching Models

Surveys alternative frameworks such as CLEAR, OSKAR, and FUEL. Learners compare models to select the best fit for different coaching contexts.

Lesson 1 • Linking Individual Goals to Organisational Needs

Shows how to connect personal development goals to team and business objectives. Learners practise framing goals in ways that satisfy both individual and organisational stakeholders.

Lesson 2 • Co-Creating Goals with the Coachee

Teaches a collaborative process for defining goals that the coachee truly owns. Coachee ownership is the key predictor of sustained behaviour change.

Lesson 3 • Principles of Effective Goal Setting

Examines what makes goals motivating, achievable, and aligned with values. Builds on GROW's goal stage with deeper theory and practical criteria.

Lesson 1 • Feedback Models and Structures

Introduces proven frameworks such as SBI, COIN, and the Feedback Sandwich critique. Learners evaluate each model's strengths and appropriate use cases.

Lesson 2 • Timing and Frequency of Feedback

Covers when and how often to deliver feedback for maximum effect. Learners distinguish between real-time feedback and scheduled developmental conversations.

Lesson 3 • Delivering Difficult Feedback Confidently

Addresses the emotional and practical challenges of delivering uncomfortable feedback. Learners practise scripts and strategies for maintaining clarity and compassion.

Lesson 4 • Specificity and Behavioural Focus

Trains learners to anchor feedback in observable behaviours rather than personality. Behavioural specificity increases feedback credibility and reduces defensiveness.

Lesson 1 • Turning Feedback into Action Plans

Guides learners from insight to concrete development steps using received feedback. Connects back to goal-setting skills from Chapter 4 to create structured plans.

Lesson 2 • The Psychology of Receiving Feedback

Explains why feedback triggers defensive reactions and how to manage them. Understanding the psychology enables learners to model receptive behaviour for their coachees.

Lesson 3 • Evaluating and Filtering Feedback

Teaches a process for assessing which feedback is valid, useful, and actionable. Not all feedback is equally valuable; discernment is a critical professional skill.

Lesson 1 • Working with Stuck Coachees

Provides techniques for re-energising coachees who have lost momentum or clarity. Builds on questioning skills to help coachees find new perspectives.

Lesson 2 • Managing Emotional Conversations

Teaches coaches to hold space for strong emotions without losing session direction. Emotional competence is essential for coaching through real-world challenges.

Lesson 3 • Understanding Resistance in Coaching

Reframes resistance as information rather than obstruction. Learners identify common forms of resistance and their underlying causes.

Lesson 4 • Addressing Limiting Beliefs

Introduces techniques for surfacing and challenging beliefs that block coachee progress. Limiting beliefs are among the most common barriers to sustained change.

Lesson 1 • What a Coaching Culture Looks Like

Defines the characteristics of organisations where coaching is a shared practice. Provides a benchmark learners use to assess their own organisational context.

Lesson 2 • The Manager as Coach

Explores how managers can integrate coaching behaviours into everyday leadership. Shifts the manager's role from directing to developing people.

Lesson 3 • Measuring Coaching Effectiveness

Provides methods for evaluating the impact of coaching at individual and organisational levels. Data-driven evaluation builds the business case for continued investment.

Lesson 4 • Peer Coaching and Team Feedback Practices

Introduces structured peer coaching and team-level feedback as scalable tools. Peer practices distribute coaching capability beyond formal coach-coachee pairs.