Part 1 – Duration 4 Days

There vast of method to achieve improvement and development in organizations, this training will use coaching method to achieve this purpose. Coaching has been proven to be one of the effective methods and tools to promote organizational excellence. This training will introduce the principles of coaching in line with International Coach Federation practices.


Who will benefit from this programme


All executive and managers whose role is managing workplace relationships and responsible for employees’ improvement and development.

Program Objective


At the end of this programme participants will be able to:

  • develop a coaching style which meets individual and business needs
  • determine barriers to learning and how to overcome them
  • give effective feedback in a way that encourages positive change
  • promote organizational improvement and development using effective coaching methods

Core Competencies

Setting the Foundation
  • Meeting Ethical Guidelines and Professional Standards
  • Establishing the Coaching Agreement
Co-creating the Relationship
  • Establishing Trust and Intimacy with the Client
  • Coaching Presence
  • Coaching skills practice
  • Questions and tools
  • Evaluating coaching effectiveness

Program Outline

Defining coaching
  • What is coaching?
  • Differences between coaching and other development approaches
  • Small group exercise
Role of a coach
  • The role, skills and attributes of an effective coach
  • Key principles of coaching
  • Coaching as a motivational tool
  • Identifying coaching opportunities
  • Small group practical activity, pairs exercise and group discussion

Part 2 – Duration 4 Days


Communicating Effectively

  • Active Listening
  • Powerful Questioning
  • Direct Communication


Facilitating Learning and Results

  • Creating Awareness
  • Designing Actions
  • Planning and Goal Setting
  • Managing Progress and Accountability
CEO-140917 (13)

MASNI (GASCI) Coaching Model




 G (goal):

Pembimbing perlu membantu klien utk menetapkan matlamat yang dimahukan.



A (alternative):

Pembimbing menbantu klien untuk mengenalpasti alternatif yang dapat difikirkan?


(Situasi dan Strategi)

S (Situation and Strategy):

Pembimbing membantu klien menilai situasi semasa dan akan datang dan memikirkan apakah strategi yang sebaiknya?



C (Consequences):

Pembimbing membantu klien untuk memikirkan apakah natijah atau akibat dari setiap strategy yang difikirkan?



I (Implementation):

Pembimbing membantu klien memikirkan apakah cara yang terbaik untuk melaksanakan strategi yang dirancang.

Core Competencies (ICF)


The following eleven core coaching competencies were developed to support greater understanding about the skills and approaches used within today’s coaching profession as defined by the International Coach Federation. They will also support you in calibrating the level of alignment between the coach-specific training expected and the training you have experienced.
Finally, these competencies and the ICF definition were used as the foundation for the ICF Coach Knowledge Assessment (CKA). The ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The Core Competencies are grouped into four clusters according to those that fit together logically based on common ways of looking at the competencies in each group. The groupings and individual competencies are not weighted—they do not represent any kind of priority in that they are all core or critical for any competent coach to demonstrate.

A. Setting the Foundation

1. Meeting Ethical Guidelines and Professional Standards
2. Establishing the Coaching Agreement

B. Co-creating the Relationship
  1. Establishing Trust and Intimacy with the Client
  2. Coaching Presence
C. Communicating Effectively

5. Active Listening
6. Powerful Questioning
7. Direct Communication

D. Facilitating Learning and Results

8. Creating Awareness
9. Designing Actions
10. Planning and Goal Setting
11. Managing Progress and Accountability