Coaching Managers - Accredited

Unit Standard: 
NQF Level: 
Course Category: 
Management & Leadership

Duration: 2 Days
Time: 8:30am-4:00pm

It is assumed that learners enroling for this course are competent in communication, mathematical literacy and computer literacy at NQF Level 4

There are many over-lapping skills between Coaching and Mentoring but there also differences. Although this course will focus on “Coaching” first-line managers, many of the techniques will be transferable and used effectively in a mentoring role. The following definitions are useful to bear in mind.

“Coaching is a process that enables learning and development to occur and thus performance to improve.  To be a successful Coach requires knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place.” - Eric Parsloe, The Manager as Coach and Mentor

“Mentoring is off-line (more informal) help by one person to another in making significant transitions in knowledge, work or thinking.” (traditionally longer term and more informal when compared to Coaching)
Clutterbuck, D. & Megginson, D, Mentoring Executives and Directors


  • Although the course is geared towards more senior Managers who need to coach first-line managers, the course has wider appeal and can be very beneficial to all Management levels
  • Since the course is pitched at NQF Level 5 it is not recommended for supervisors or junior managers who do not have appropriate experience or a tertiary qualification
  • Differentiating between Coaching and Mentoring
  • Develop an appropriate Coaching Plan for your staff and particular situation
  • Implement structured coaching sessions
  • Use various recognised techniques in your coaching sessions
  • Improve employee performance and morale through skills transfer
  • Monitor and provide regular feedback on progress


  • Definitions and recognised techniques associated with Coaching and Mentoring
  • Formal coaching plans and processes that are recommended and widely used
  • Planning and preparing for Coaching and the importance of working according to the plan
  • Record keeping and monitoring progress
  • Providing structured and regular feedback
  • Taking corrective action as appropriate
  • For further detail please refer to the Table of Contents set out below
Official course name: 
Select and coach first line managers

Module 1
Select a First Line Manager for a Specific Position 
• Conduct an analysis of the job profile to determine the key performance areas for the first line management position
• Describe selection and weighting criteria for the Key Results Areas of the first line management position on the basis of the job profile
• Undertake liaison with the recruitment function of the entity to ensure understanding of the requirements of the position
• Use interviewing, desk checking and/or other techniques to arrive at a short list of the candidates who applied for the position
• Take decisions and make offers to the selected manager in accordance with organisational policies and procedures

Module 2
Plan the Coaching Process

• Draw up a coaching plan and schedule according to identified priorities in a unit
• Prepare records of expected performance against the manager's Key Results Areas to serve as a basis for discussions with the selected manager
• Implement a system for recording the decisions, commitments made and other relevant information from the discussions

Module 3
Coach the Selected First Line Manager 
• Explain the purpose, content and schedule of the coaching process to the selected manager in order to reach agreement on the coaching process
• Discuss, during the coaching sessions, the selected manager's performance is discussed against the Key Result Areas and recorded for future reference
• Agree upon identified gaps and actions to close them and record it in the coaching action plan
• Give feedback to the manager that is honest, constructive and supportive

Module 4
Monitor and Measure the Results of Coaching Sessions

• Monitor actions agreed to at a coaching session at the times agreed to during the coaching session
• Give positive feedback to the selected manager for accomplishments against the coaching action plan
• Record corrective actions agreed upon in areas where requirements in the coaching action plan have not been met
• Take follow up action on the basis of the manager's response to the coaching is in line with organisational policies and procedures
• Encourage line managers to use the coaching process with people reporting to them after explaining and agreeing a system with them

Contact Details

Contact Person: 

Course Details

Unit Standard: 


NQF Level: 

Level 5



Course Delivery Method: 

In House In-House

On Demand On Demand

Course Duration: 

2 Days


R5 000 excl VAT per delegate with a reduced rate for 3 or more from the same organisation

Course fee Includes: 

Refreshments including a Light Lunch