Coaching and Talent Programme

Coaching, Feedback and Talent Development

Use coaching conversations, developmental feedback, delegation and growth planning to strengthen performance and build future capability.

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Course overview

Make people development part of everyday leadership rather than an occasional event.

Coaching, Feedback and Talent Development equips leaders to improve performance while building the judgement, confidence and capability of others.

The programme distinguishes coaching from directing, mentoring, counselling and formal performance management. Participants learn when each response is appropriate and how to avoid coaching when clarity, expertise, risk control or a direct decision is required.

Participants practise structured coaching conversations, timely feedback, developmental delegation and growth planning. They also examine talent decisions, bias, opportunity allocation and the leadership routines required to support sustained development.

Learning outcomes

What participants will be able to do.

  • Distinguish coaching, mentoring, directing and performance management.
  • Diagnose whether a situation requires clarity, instruction, feedback, coaching or escalation.
  • Use structured questions to help people think, decide and take ownership.
  • Listen for assumptions, barriers, motivation and development needs.
  • Provide specific, balanced and actionable feedback.
  • Handle defensive responses and difficult performance conversations.
  • Delegate work in ways that build judgement and capability.
  • Create development goals linked to role, performance and future contribution.
  • Reduce bias in talent, opportunity and succession discussions.
  • Prepare a practical coaching and talent-development plan.

Who should attend

Designed for leaders and professionals who need practical, context-aware capability.

  • People managers, team leaders and supervisors.
  • Project and programme leaders who develop team capability.
  • Functional leaders and technical managers.
  • Leaders responsible for performance, succession or talent development.
  • Internal coaches and HR or learning professionals supporting managers.

Prerequisites

Prepare for active application.

  • Participants should have responsibility for supporting or developing others.
  • A real coaching, feedback or development situation is recommended.
  • No formal coaching qualification is required.
  • Corporate cohorts may align activities with performance and talent processes.

Course structure

5 integrated modules from leadership insight to workplace application.

The programme connects concepts, behaviour, practical tools, decisions and transfer through one coherent learning journey.

1

Module 1

The leader as capability builder

  • Performance and development responsibilities.
  • Coaching, mentoring, directing and managing.
  • When coaching is and is not appropriate.
  • Trust, boundaries and ethical practice.
  • Leader habits that enable growth.
2

Module 2

Coaching conversations

  • Contracting purpose and desired outcomes.
  • Listening, questioning and useful challenge.
  • Exploring reality, options and commitments.
  • Ownership, action and follow-through.
  • Avoiding advice disguised as questions.
3

Module 3

Feedback and performance conversations

  • Timely, specific and evidence-based feedback.
  • Impact, expectations and next actions.
  • Recognition and reinforcing effective behaviour.
  • Defensiveness, emotion and difficult messages.
  • Escalation and formal performance boundaries.
4

Module 4

Delegation and developmental assignments

  • Matching challenge to readiness and risk.
  • Outcomes, authority, support and review points.
  • Stretch without abandonment or micromanagement.
  • Learning from mistakes and near misses.
  • Using work as a development opportunity.
5

Module 5

Talent and growth planning

  • Strengths, aspirations and capability gaps.
  • Development goals and practical experiences.
  • Fair opportunity and bias awareness.
  • Succession readiness and evidence.
  • Coaching rhythm and talent-development plan.

Learning experience

Learn through application, challenge, feedback and reflection.

Diagnose

Leadership-response selector

Choose whether a situation requires direction, feedback, coaching, mentoring or formal action.

Coach

Structured coaching practice

Conduct a focused conversation that strengthens thinking, choice and ownership.

Feedback

Difficult-feedback simulation

Deliver a clear message and respond constructively to defensiveness or emotion.

Delegate

Developmental assignment design

Create a stretch assignment with suitable authority, support and review points.

Plan

Talent-development case

Translate capability needs into experiences, support and measurable progress.

Transfer

Coaching rhythm plan

Build practical routines for ongoing conversations, feedback and development.

Course completion

Demonstrate participation, application and professional judgement.

  • Participate in coached practice and feedback simulations.
  • Complete the leadership-response and delegation activities.
  • Give and receive structured peer feedback.
  • Prepare a practical coaching and talent-development plan.

Participant outputs

Typical course outputs include:

  • Leadership-response decision guide.
  • Coaching conversation structure.
  • Feedback preparation sheet.
  • Developmental delegation plan.
  • Individual development plan.
  • Manager coaching and follow-up rhythm.

Delivery options

Choose the format that fits your people and operating environment.

Instructor-led

Live Classroom

Face-to-face delivery with facilitated discussion, leadership cases, simulations, reflection and immediate feedback.

Instructor-led

Live Virtual Classroom

Interactive online delivery using collaborative workspaces, breakout activities, coached practice and guided application.

Flexible

Blended Learning

A structured combination of preparation, live sessions, workplace application, reflection, coaching and follow-up.

Organisation-specific

Corporate and In-Company

Tailored delivery using organisational terminology, leadership frameworks, cases and current priorities where appropriate.

Frequently asked questions

Course information and participation.

Is this a professional coach-certification programme?

No. It is a leadership-development course focused on practical workplace coaching, feedback and talent development unless a separate accredited offering is explicitly stated.

Does the course cover poor performance?

Yes. Participants learn when to coach, when to provide direct feedback and when formal performance processes or escalation are required.

Will participants practise coaching conversations?

Yes. A significant part of the programme is structured, observed and feedback-supported practice.

Is the programme suitable for project leaders?

Yes. Coaching, feedback and developmental delegation are valuable wherever leaders build capability without relying solely on line authority.

Can the content align with our talent process?

Yes. Corporate delivery can integrate organisational competency models, development planning and succession terminology.

Take the next step

Strengthen performance today while building capability for tomorrow.

Discuss a public course or a tailored manager-development programme connected to your performance, coaching and talent priorities.

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INDENTRA may adapt sequencing, exercises and examples to suit the delivery format and participant profile while preserving the stated learning outcomes. Any external examination, accreditation or third-party certification arrangement applies only when explicitly confirmed for the specific offering.