COACHING SKILLS TRAINING FOR MANAGERS

Coaching for Talent Development

Help leaders coach with wider perception and emotional intelligence so their people can perform at their highest capability
Coaching for Talent Development leadership program: a smiling manager leans in during a conversation, beside a line drawing of two people talking.

Help leaders develop talent for the future of your organization

Today's leaders often oversee larger teams, including people whose expertise goes beyond their own. Their job is no longer to have every answer, but to coach each person to take on new responsibilities, stretch, and contribute at their full capacity. That's how leaders build high-performing teams and develop the people the organization will rely on in the future.

Plan a program for your leaders
A manager uses coaching skills, listening closely as a team member talks through a work challenge across a meeting table.
Audience
Managers
Length
6-week learning journey
Live learning
4.5 hours
Cohort size
Up to 24 participants

Before and After: How Leaders Change

Coaching for Talent Development helps leaders see what drives their urge to step in, then builds the skills that make coaching work in real conversations.

Leadership shift 1 of 6

From unexamined habits to self-aware coaching

Leaders learn to recognize their Perception Box™, the stories and habits that shape how they lead, and see how it affects when and how they coach.

Leadership shift 2 of 6

From taking over to making space

Leaders learn to manage the impulse to step in or rush to an answer, so the people they lead have room to think.

Leadership shift 3 of 6

From assuming what people can do to seeing their potential

Leaders learn to look past their assumptions about what each person is capable of, so they can recognize strengths and see where someone has room to grow.

Leadership shift 4 of 6

From giving answers to asking better questions

Leaders learn to ask questions that expand someone's thinking instead of narrowing toward a quick solution.

Leadership shift 5 of 6

From one default style to the right approach

Leaders learn when to coach, when to mentor, and when to direct.

Leadership shift 6 of 6

From knowing the theory to practiced skill

Leaders sharpen their coaching through real conversations at work, feedback, and reflection.

Plan a program for your leaders
EXPERT PERSPECTIVE
"Coaching is no longer a specialty; you cannot be a good manager without being a good coach."

-Eric Schmidt, former CEO of Google, "Trillion Dollar Coach"

What's Different About This Program

Here are five core ways that this program is different from other coaching skills training on the market today.
Reason 1: Starts inside the leader. A manager sits at his laptop with his hand on his chin, reflecting on how he leads.
Many leader-as-coach programs teach coaching as a technique. This program starts with what shapes a leader's instincts, such as "I can do it faster myself" or "Coaching takes too long," then builds the skills that make coaching effective in real conversations.
Reason 2: Works with any coaching model. A smiling manager talks with a colleague across a table in a bright office.
The program doesn't teach a specific coaching model. The skills apply to whatever model your organization already uses, so it builds on what's in place instead of replacing it.
Reason 3: Practiced on real conversations. A smiling manager holding a clipboard gestures as he coaches a team member.
During the live learning, leaders coach, are coached, and observe in small groups, then apply the skills in their own 1:1s, check-ins, and problem-solving conversations. When live learning is split into two sessions, leaders spend 2 to 3 weeks practicing in between and bring what worked and where they got stuck back to the group.
Reason 4: Built to work amid everyday pressures. A professional at her laptop holds her head in her hands beside stacks of paperwork.
Leaner teams, constant change, and AI reshaping the work all push leaders toward directing and solving. The program prepares leaders to coach in those conditions, from a team that depends on them for every decision to a respected team member who is hesitant about a new technology rollout.
Reason 5: Designed to stick after the sessions end. A manager and a smiling team member talk one-on-one in an office.
For 3 weeks after the live learning, each leader completes a personalized coaching challenge in their own work, and pre- and post-assessment results show how their coaching has grown.
1. Starts inside the leader
2. Works with any coaching model
3. Practiced on real conversations
4. Built to work amid everyday pressures
5. Designed to stick after the sessions end
Plan a program for your leaders

5 Reasons to Choose Coaching for Talent Development

Here are five core ways that this program is different from other coaching skills training on the market today.

1. Starts inside the leader

Many leader-as-coach programs teach coaching as a technique. This program starts with what shapes a leader's instincts, such as "I can do it faster myself" or "Coaching takes too long," then builds the skills that make coaching effective in real conversations.

2. Works with any coaching model

The program doesn't teach a specific coaching model. The skills apply to whatever model your organization already uses, so it builds on what's in place instead of replacing it.

3. Practiced on real conversations

During the live learning, leaders coach, are coached, and observe in small groups, then apply the skills in their own 1:1s, check-ins, and problem-solving conversations. When live learning is split into two sessions, leaders spend 2 to 3 weeks practicing in between and bring what worked and where they got stuck back to the group.

4. Built to work amid everyday pressures

Leaner teams, constant change, and AI reshaping the work all push leaders toward directing and solving. The program prepares leaders to coach in those conditions, from a team that depends on them for every decision to a respected team member who is hesitant about a new technology rollout.

5. Designed to stick after the sessions end

For 3 weeks after the live learning, each leader completes a personalized coaching challenge in their own work, and pre- and post-assessment results show how their coaching has grown.

What the Research Says

70%
of the variance in team engagement is determined by the manager
Source: Gallup, 2026.
24%
of executives significantly overestimated their coaching skills, rating themselves above average while colleagues ranked them in the bottom third
Source: Ibarra and Scoular, Harvard Business Review, 2019.
48%
of employees are engaged when their manager actively supports the team's use of AI, compared with 30% without that support
Source: Gallup, 2026.

A 6-Week Blended Learning Journey

Coaching for Talent Development is offered as a blended learning program. Explore a suggested learning journey below, although implementation can be flexible to your organization's needs.

  • Pre-assessment

  • Self-paced learning

  • Live learning

  • Application

  • Post-assessment

Pre-assessment

A short survey examines each leader's coaching mindset and skills. The results help the facilitator tailor the live learning to the group.

Time: ~10 minutes

Self-paced learning

Two microcourses help leaders focus on their coaching mindset and understand how their own perceptions may affect how they coach others.

Time: ~20 minutes

Live learning

Leaders learn the core skills of coaching: shifting from directing to coaching, asking questions that open up thinking, and listening for what's left unsaid. They practice by coaching, being coached, and observing in small groups.

Live learning can be delivered as a single half-day or as two sessions. With two sessions, leaders spend 2 to 3 weeks in between applying the skills in their own 1:1s and check-ins, then bring what worked and where they got stuck back to the group.

Time: 4.5 hours

Application

For 3 weeks after the live learning, each leader completes a 30-minute personalized coaching challenge each week, extending the practice and deepening the skill in their own work.

Time: 30 minutes per week for 3 weeks

Post-assessment

The post-assessment shows how each leader's coaching has grown, both for personal insight and to support program reporting toward business goals.

Time: ~10 minutes

Plan a program for your leaders

A 6-Week Blended Learning Journey

Coaching for Talent Development is offered as a blended learning program. Explore a suggested learning journey below, although implementation can be flexible to your organization's needs.

  • Pre-assessment

    A short survey examines each leader's coaching mindset and skills. The results help the facilitator tailor the live learning to the group.

    Time: ~10 minutes

  • Self-paced learning

    Two microcourses help leaders focus on their coaching mindset and understand how their own perceptions may affect how they coach others.

    Time: ~20 minutes

  • Live learning

    Leaders learn the core skills of coaching: shifting from directing to coaching, asking questions that open up thinking, and listening for what's left unsaid. They practice by coaching, being coached, and observing in small groups.

    Live learning can be delivered as a single half-day or as two sessions. With two sessions, leaders spend 2 to 3 weeks in between applying the skills in their own 1:1s and check-ins, then bring what worked and where they got stuck back to the group.

    Time: 4.5 hours

  • Application

    For 3 weeks after the live learning, each leader completes a 30-minute personalized coaching challenge each week, extending the practice and deepening the skill in their own work.

    Time: 30 minutes per week for 3 weeks

  • Post-assessment

    The post-assessment shows how each leader's coaching has grown, both for personal insight and to support program reporting toward business goals.

    Time: ~10 minutes

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INDIVIDUAL CONTRIBUTORS

Help Teams Adapt to Change

This program is also offered as a course for individual contributors, designed to help them adapt and increase their resilience as they face significant change.

Plan a program for your leaders
Resilience training for individual contributors: two coworkers talk across a table with notebooks, one listening closely as the other speaks.

 
Frequently asked questions about Coaching for Talent Development
1. Who is Coaching for Talent Development designed for?

Managers who want their teams to think more independently, build their own judgment, and grow without the manager in the middle of every decision.

2. Does the program teach a specific coaching model?

No. The program builds the self-awareness, emotional intelligence, listening, and questioning skills that make coaching effective, and those skills apply to any coaching model your organization already uses.

3. How is this different from executive coaching?

Executive coaching pairs one leader with an outside coach for a set period. Coaching for Talent Development builds coaching as a skill managers use every day with their own teams, so the capability stays inside your organization.

4. Who facilitates the program?

You can choose. SIY Global's expert facilitators can deliver the live sessions for your organization, or you can train your own internal facilitators to deliver the program through our Facilitator Certification program.

Learn about facilitator certification
5. Can the program be delivered virtually?

Yes. The live learning can be delivered virtually or in person, as a single half-day or as two sessions with 2 to 3 weeks of on-the-job practice in between. The self-paced learning and assessments are completed online, so the program works for distributed and global teams.

6. Can the program be tailored to our organization?

Yes. We regularly tailor the program to fit an organization's context. That can include scenarios that reflect your industry and culture, a different program length, or a different cohort size. Talk with us about what you need, and we'll shape the program around it.

7. How much does the program cost?

Pricing varies based on the number of participants and cohorts, the delivery format, facilitation, and any tailoring. Talk with us about your goals, and we'll put together options that fit your organization.

8. Do leaders need to complete another SIY Global program first?

No. Many organizations start with Leading with Emotional Dynamics™, SIY Global's foundational emotional intelligence program for leaders, but Coaching for Talent Development can be run on its own.

Explore Leading with Emotional Dynamics
9. What is the Perception Box™?

The Perception Box™ describes the stories, habits, and assumptions that shape how each person sees a situation. In this program, leaders look at how theirs affects when and how they coach, so they can work with it instead of being led by it.

Plan a program for your leaders