Employee Coaching Workshops in Manila

Leadership Training in Manila That Builds Leaders Who Coach

You’ve probably worked with this kind of boss. The one who thinks leadership means giving orders. He tells people what to do, checks every detail, and points out what’s wrong. That’s not coaching. That’s micromanaging.

Or the manager who only shows up when there’s a problem. She doesn’t ask questions. She doesn’t listen. She just tells you what you should have done. That’s not coaching either. That’s fault-finding.

When leaders rely on control, criticism, and commands— employees stop growing. They do the minimum. They wait for instructions. They hide mistakes instead of learning from them.

But imagine another kind of leader. A leader who acts like a coach. He doesn’t just give answers—he asks powerful questions. She listens deeply, challenges assumptions, and helps employees find their own solutions. Instead of dependence, they build confidence. Instead of silence, they spark initiative.

That’s the desire. Organizations want managers and supervisors who know how to coach. Leaders who can use proven frameworks like the GROW Model to guide conversations. Leaders who don’t just manage performance, but develop people.

Coaching isn’t optional. It’s the difference between teams that stagnate—and teams that thrive.

The danger? Most managers are promoted for technical skills, not coaching skills. They know how to solve problems themselves, but not how to help others solve theirs. Without coaching, employees stay stuck, engagement drops, and turnover rises.

So you decide. Do you keep running leadership trainings that cover “communication” and “motivation” but don’t teach managers how to coach? Or do you choose a program that builds real coaching skills—so leaders can bring out the best in their people every day?

That’s where the shift begins.

The Employee Coaching Workshop is not another generic seminar. It’s a leadership training in Manila that equips managers with the mindset, skills, and tools of a leadership coach.

In this workshop, participants practice how to coach using the GROW Model¹ and other frameworks. They learn to replace micromanaging with trust, criticism with curiosity, and control with conversations that develop people.

Because leadership isn’t about knowing it all. It’s about helping others grow.

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Who This Workshop Is For

This workshop is for leaders who want to replace micromanaging with mentoring and fault-finding with coaching.

It’s for managers and supervisors who want to bring out the best in their people—not by telling them what to do, but by asking better questions and guiding them to their own solutions.

It’s for HR and L&D professionals who want coaching to become part of their company culture, not just a buzzword in leadership slides.

It’s for CEOs and senior leaders who want teams that think, decide, and act with initiative—because their managers know how to coach instead of command.

If your goal is to build a workplace where leaders act like coaches and employees grow in confidence, clarity, and capability, this workshop is for your company.

Because when managers coach, employees grow. And when employees grow, organizations thrive.

Inquire now.

What Participants Will Take Away

This is not a lecture on coaching. It is an immersive leadership training where managers act, practice, and shift into the role of a coach from the very first module. Each step builds on the next, ending with a 90-day coaching plan that turns skills into habits.

The workshop unfolds in four powerful modules:

1. Break the Command Cycle

Most managers lead by control, correction, or command. This opening module puts participants in action to expose the limits of that approach and open them to a new way of leading.

Action: Take on a scenario where “telling” fails but coaching unlocks solutions.
Shift: From managing by control → to leading by coaching conversations.

2. Coaching Conversations

Great coaches don’t give answers—they ask the right questions. Here, participants learn and practice how to use curiosity, empathy, and active listening to guide employees forward.

Action: Practice one-on-one coaching conversations using real workplace challenges.
Shift: From giving instructions → to unlocking insight through questions.

3. The GROW Model in Action

Participants learn and apply the GROW Model—Goal, Reality, Options, Way Forward—as a practical framework for coaching. They’ll test it through simulations that mirror real coaching sessions.

Action: Use the GROW model step-by-step in structured coaching conversations.
Shift: From abstract ideas about coaching → to using a proven framework that drives results.

4. The 90-Day Coaching Plan

Skills only stick when they’re used. In this final module, managers design a 90-day plan to integrate coaching into their leadership practice. This ensures new habits create lasting results.

Action: Build a 90-day coaching plan with milestones and accountability.
Shift: From learning coaching skills → to living as a leadership coach every day.

By the end of the Employee Coaching Workshop, managers don’t just understand coaching. They act like coaches. They leave with tested skills, practical tools, and a plan to make coaching part of how they lead—every single day.

Schedule a discovery call.

Why Choose This Workshop

Most leadership trainings talk about coaching. They give frameworks. They explain the benefits. Managers nod, take notes… and then go back to telling people what to do.

That’s the problem. Coaching isn’t learned by listening. It’s learned by doing.

For more than 20 years, I’ve helped managers, supervisors, and executives across the Philippines and Asia transform how they lead. And here’s what I’ve learned: people don’t change because of slides or lectures. They change because of shifts—moments where they see their old habits fail, try a new approach, and experience success in real time.

That’s why I designed the Shift Experience Design (SXD) method. Every workshop I run follows this rhythm:

Act first – Managers don’t sit still; they coach from the first module.
See the pattern – They notice how often they slip into command-and-control.
Shift the frame – They experience how coaching changes the dynamic.
Anchor the win – They leave with a 90-day plan to keep coaching alive.

This is not a generic seminar on communication. It is a shift experience where managers become coaches in the room—so they can coach with confidence in the workplace.

If you want leadership training in the Philippines that builds managers who lead like true leadership coaches, choose the Employee Coaching Workshop.

Workshop Format & Details

The Employee Coaching Workshop is designed to fit your organization’s needs and schedules.

⏱ One-Day Intensive – A full-day program where managers practice coaching from start to finish, building skills and designing their 90-Day Coaching Plan.
⏱ Two Half-Days – If schedules are tight, we can split the modules into two sessions. This allows leaders to practice between sessions and return with deeper insights.

This workshop also works as the perfect complement to leadership development and performance programs. When your managers learn to coach, employee development accelerates—and your training investments pay off faster.

📍 Delivered onsite in Manila, as well as Metro Manila, Laguna, Batangas, Cavite—or anywhere in the Philippines.

👥 Ideal for 20–50 participants (customizable for larger groups).

🎯 Always tailor-fit to your company’s culture, challenges, and goals.

This isn’t just another leadership training. It’s a shift experience that equips your managers to lead as coaches—and grow people every day.

Take the Next Step

Every day managers fall back on command and control, employees lose confidence. They wait for instructions. They stop taking initiative. And growth stalls.

But when leaders learn to coach, everything changes. Conversations unlock ideas. Trust builds momentum. People grow—and so does performance.

The Employee Coaching Workshop won’t give your managers another stack of leadership theories. It will give them the skills, the practice, and the confidence to lead like coaches— and a 90-Day Coaching Plan that turns learning into action.

If you want managers who don’t just manage tasks but develop people, this is the moment.

👉 Inquire Now

Let’s grow leaders who coach—and employees who thrive.

About Jef Menguin

Jef Menguin is a leadership trainer, speaker, and shift designer. He has spent more than 20 years helping leaders across the Philippines and Asia transform how they lead.

Jef believes managers don’t need more theories. They need coaching skills they can practice and use immediately—skills that build trust, spark initiative, and grow people.

He has worked with organizations in the Philippines, Malaysia, Indonesia, Thailand, Taiwan, and Singapore. He guides CEOs, managers, and supervisors to replace command-and-control habits with coaching conversations that inspire growth.

Jef is also the author of the Shift Series, including:

Start With One Shift
Culture That Sticks
Create Shifts
The Shift Is the Strategy

These books reflect the same belief behind this workshop: leadership isn’t about telling—it’s about helping people grow.

When you bring Jef to your organization, you don’t just get a trainer. You get a leadership coach for your managers—a partner committed to making coaching part of how your leaders lead, every single day.

Why is coaching important in the workplace?

Coaching is crucial in the workplace because it fosters a culture of continuous development and improvement. It enhances employee engagement, builds trust, improves performance, and helps employees align their personal goals with organizational objectives. Effective coaching leads to higher job satisfaction and retention rates.

How does empowering employees contribute to organizational success?

Empowering employees leads to organizational success by fostering a culture of trust, innovation, and accountability. Empowered employees are more likely to take initiative, contribute creative ideas, and drive the company’s growth. They feel valued and motivated, which enhances overall productivity and job satisfaction.

How does the GROW Model foster a culture of continuous improvement?

The GROW Model fosters a culture of continuous improvement by encouraging regular goal-setting, honest assessment of progress, exploration of new ideas, and commitment to action. This structured approach keeps employees focused on their development and helps them adapt to changing circumstances and challenges.

How can the GROW Model be adapted for different coaching scenarios?

The GROW Model is highly flexible and can be adapted for various coaching scenarios, including performance improvement, career development, problem-solving, and team dynamics. The key is to tailor the questions and focus to suit the specific context and goals of the coaching session.

How often should managers conduct coaching sessions using the GROW Model?

The frequency of coaching sessions can vary based on individual needs and organizational goals. However, regular sessions (e.g., monthly or bi-weekly) are recommended to ensure continuous support and progress. Consistent follow-up is crucial for maintaining momentum and accountability.

What role does active listening play in the GROW Model?

Active listening is essential in the GROW Model as it helps coaches understand the employee’s perspective, build trust, and facilitate open communication. It involves paying full attention, asking clarifying questions, and reflecting back what the employee has said to ensure accurate understanding.

How can the GROW Model help in setting realistic and achievable goals?

The GROW Model helps in setting realistic and achievable goals by encouraging a thorough examination of the current reality and exploring various options. This process ensures that goals are grounded in the employee’s actual situation and resources, making them more attainable and motivating.

Can the GROW Model be used for team coaching?

Yes, the GROW Model can be effectively used for team coaching. It helps teams set collective goals, assess their current reality, explore collaborative options, and commit to collective actions. This approach fosters teamwork, alignment, and shared accountability.

How does the GROW Model promote accountability among employees?

The GROW Model promotes accountability by involving employees in setting their own goals and action plans. By taking ownership of their development, employees are more committed to following through. Regular check-ins and progress reviews also reinforce accountability.

The Power of Coaching

Coaching is a transformative process that taps into the potential of each team member. When managers become effective coaches, they foster an environment where employees feel supported and empowered to grow.

This shift in dynamic can lead to significant improvements in individual performance and overall team productivity.

Enhanced Performance

Coaching enables employees to identify their strengths and areas for improvement, setting clear, actionable goals.

With a coach’s guidance, these goals become attainable milestones rather than distant aspirations.

This targeted approach ensures that employees are always moving forward, enhancing their skills and contributing more effectively to the organization’s success.

Building Trust

A coaching relationship is built on trust and open communication. When managers take the time to understand their team members’ aspirations and challenges, it creates a deeper connection. This trust not only improves morale but also leads to higher levels of engagement and loyalty.

Employees are more likely to go the extra mile when they know their manager is invested in their success.

Encouraging Growth

Continuous development is at the heart of coaching. Managers who coach their employees encourage a culture of learning and innovation.

Employees feel more confident to take on new challenges and develop new skills, knowing they have the support and guidance of their coach.

This growth mindset is crucial for adapting to the ever-changing demands of the modern workplace.

Driving Accountability

Coaching instills a sense of accountability in employees. Through regular check-ins and constructive feedback, employees learn to take ownership of their development and performance. This accountability drives them to stay focused on their goals and consistently strive for improvement, benefiting both themselves and the organization.

Fostering Motivation

A motivated workforce is a productive workforce. Coaching aligns employees’ personal goals with the organization’s objectives, creating a sense of purpose and direction.

When employees see how their contributions make a difference, they are more motivated to excel. This alignment fosters a positive work environment where employees are driven to achieve their best

What is the GROW Model?

The GROW Model, developed in the late 1980s by business coaches Graham Alexander, Alan Fine, and Sir John Whitmore, has become a cornerstone in the field of coaching.

It stands for Goal, Reality, Options, and Will, providing a simple yet powerful framework for structuring coaching conversations.

Studies have shown that structured coaching models like GROW significantly improve goal attainment and performance.

Goal: Define what the employee wants to achieve. This could be a specific performance target, a new skill, or a career milestone. The key is to set clear, achievable goals that provide direction and motivation.

Reality: Examine the current situation. This involves an honest assessment of where the employee stands in relation to their goal. Understanding the reality helps in identifying obstacles and opportunities.

Options: Explore possible actions. Encourage the employee to brainstorm different strategies and solutions. This step opens up creative thinking and empowers the employee to consider various paths to reach their goal.

Will: Determine the way forward. This final step is about committing to specific actions and creating a plan. It ensures that the employee is ready to take the necessary steps to achieve their goal.

Imagine an employee aiming to improve their public speaking skills. In a GROW conversation:

The employee sets a goal to deliver a flawless presentation in six months (goal). They discuss their current skill level and past experiences with public speaking, identifying nerves as a key issue (reality). Together, they brainstorm options like joining a public speaking club, practicing with peers, or using visualization techniques (options). The employee commits to attending weekly public speaking sessions and practicing daily, setting a timeline for progress (will).

Why the GROW Model Works

The GROW Model’s structured approach makes it easier for managers to guide conversations productively. By breaking down the process into clear steps, it ensures that every coaching session is focused and goal-oriented, leading to more meaningful outcomes.

Despite its structure, the GROW Model is highly flexible. It can be adapted to various situations, from performance improvement and skill development to career planning and problem-solving. This versatility makes it a valuable tool for addressing a wide range of employee issues and goals.

The GROW Model empowers employees by involving them in the process of their development. It encourages self-reflection and active participation, fostering a sense of ownership over their goals and actions. This empowerment leads to higher engagement and a stronger commitment to personal and professional growth.

The Impact of the GROW Model on Organizations

Organizations that have implemented the GROW Model report significant improvements in employee performance and engagement.

A multinational corporation used the GROW Model to enhance its leadership development program. Managers reported a 25% increase in goal attainment and a noticeable boost in team morale.

Research supports the effectiveness of the GROW Model. A study published in the International Journal of Evidence Based Coaching and Mentoring found that employees who participated in GROW-based coaching showed a 20% improvement in goal achievement and a 15% increase in job satisfaction.

Another survey indicated that companies with strong coaching cultures experienced a 39% increase in employee engagement.

Organizations can create a culture of continuous improvement and high performance. This structured yet flexible approach to coaching not only helps employees achieve their goals but also drives overall organizational success.

Get Started with the GROW Model

Implementing the GROW Model in your organization is a straightforward process that can yield significant benefits. Here’s how to get started:

One of the best ways to learn and apply the GROW Model is through structured training programs. Workshops like our Employee Coaching Workshop are specifically designed to help managers master the GROW Model framework.

These sessions provide hands-on experience, practical examples, and expert guidance to ensure that managers can effectively coach their teams using the GROW Model.

The GROW Model—Goal, Reality, Options, Will—turns conversations into catalysts for change. It’s a simple yet profound tool that helps managers and employees navigate challenges, set meaningful goals, and commit to action. ↩︎