About CoachingOurselves

Peer Group Coaching-Changing the Way Management is Practiced

Peer to peer learning and coaching is a powerful method to develop confidence and capability across a workplace. The CoachingOurselves unique approach provides a forum for managers and leaders to discuss, learn and explore strategies that will improve and strengthen their management skills.

The CoachingOurselves program has a proven success rate across numerous workplaces across sixteen countries and in eight languages. It is a niche approach and unleashes innovation by engaging and provoking managers and teams to practice management and leadership differently and provides an alternative approach to traditional training, bringing new energy and perspective into a workplace. In particular, because it is workplace based, managers learn and integrate new practices whilst on the job.

CoachingOurselves is deceptively simple in application however founded on high caliber knowledge and experience of learning and development, organizational practices, management and leadership. It is cost effective, highly flexible and powerful and it builds the sense of responsibility and ownership of managers in developing better management practices.

Broadly speaking, the design to any peer-group coaching program is composed of a series of 90-minute peer-group coaching sessions, with 4-6 participating managers and a participant or professional facilitator. Using this basic design model we’ve designed hundreds and hundreds of peer-group coaching programs. Each 90 minute session is guided and sparked by topics written specifically for CoachingOurselves by leading thinkers and practitioners including world renowned authors and management thinkers Henry Mintzberg, Nancy Adler, Estelle Metayer, Michael Beer and Dave Ulrich.

The learning philosophy that informs the model is based on Henry Mintzberg’s concept of learning and is derived from combining new concepts with shared experience and knowledge which generates new thinking and practice.

This is a new approach to developing leaders. The messy and complex nature of managerial work means that traditional content focused learning, either in a classroom or via e-learning, is ineffective at generating any real impact. Peer-group coaching is one member of a family of new social learning approaches which fit well within the 70:20:10 learning model and demonstrate real results.

Working with over 40 world renowned management and business thinkers CoachingOurselves has developed a library of over 80 topic discussion guides. These are a platform to share knowledge, build trust, learn from experiences, develop leadership skills, and resolve issues, and plan strategy and actions to make change happen. Importantly in these times of time-poor high pressure work situations managers, teams and leaders benefit from taking time to reflect, discuss and collaborate on matters that are important to the ongoing success of their business.

Want to know more about CoachingOurselves?

Visit www.coachingourselves.com for more details about CoachingOurselves.

Speak to Monica Redden, Australian Partner of CoachingOurselves +61 (0) 418 248 166.

View the Catalogue of CO topics

Available CoachingOurselves Topics

Accountability: It’s A Tricky World
Analyzing Employee Performance
Appreciating Appreciative Inquiry
Being A Catalytic Leader
Beyond Bickering
Beyond Bullying
Brand Building For Every Manager
Candid Conversations
Career Anchors
Chains, Hubs, Webs, And Sets
Changing Things: What And How
Coaching Others
Control Through Decision Making
Crafting Strategy
Creating A Culture Of Openness: Rethinking The 21st Century Workplace
Dealing With The Pressures Of Managing
Decision Making: It’s Not What You Think
Developing Our Organization As A Community
Developing Your People: The 70:20:10 Framework
Emotional Intelligence: Your Inner And Outer Self
Engagement: Beyond Buy-In
Feedforward Instead Of Feedback

Fit To Lead
Five Ideas About Teamwork
From Top Performer To Manager
Gender Inclusive Leadership
Global or Worldly: Diversity In The 21st Century
High Performing Teams
Igniting Momentum With Customer Insights
In Praise of Middle Management
Influencing Others: Leading Through Trust
Innovate Using Generative Relationships
Introducing Culture In Organizations
Introducing Strategy Through Robin Hood
It Does Have An Off Button
Knowledge Sharing For Innovation: The Wiki Way
Leading Change In Difficult Times
Leading With Humility
Lenses For Leadership Insights
Lessons From Machiavelli And Lao Tzu
Management Competency Raising

Management Styles: Art, Craft, Science
Managing Conflict In Teams
Managing Culture Change: Beyond The Status Quo
Managing Metaphors
Managing On The Edges
Managing On The Planes Of Information, People, And Action
Managing On The Tightropes: The Inescapable Conundrums Of Managing
Managing Time And Energy
Managing To Lead
Models Of Engagement: Employer-Employee Relations
Negotiating Styles
Opening Up The Moral Senses
Ordinary People, Extraordinary Leadership
Political Games In Organizations
Practical Tips For Leading Meetings That Matter
Probing Into Culture
Seeing Beyond Belief: Observation Skills For Managers
Silos And Slabs In Organizations
Simply Managing: From Reflection To Action

Smart Investments In Talent
Some Surprising Things About Collaboration
Stimulating The Entrepreneurial Imagination
Strategic Blindspots
Strategic Thinking As Seeing
Swot For Strategy
Talent Management
Ten More Ways To Release Change
Ten Ways To Release Change
The Play Of Analysis
The Players Of Cultural Change
The Power Of Social Learning
The Rewards Of Recognition
Thinking Entrepreneurially To Grow Your Business
Time To Dialogue
Turning The Tables: Unusual Seating For Creative Problem Solving
Two Models Of Change
Understanding Organizations
Understanding Stakeholders
Visionary Management
Working Style Differences And Team Problem Solving