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Coaching for Performance & Capability Development

In this workshop, you will learn how to how to use performance coaching as tool to build up the team. Beyond

This hands-on workshop will move participants to change their default commanding to coaching mindset in non-crisis moments. A simple framework would be taught and practical scenarios will be used to practice them. Practical issues like giving effective feedback will be addressed. As capacity is built up, officers need to be conscious about burnt out challenges - that comes with the high stress job – takes wears down the individual’s capacity.

Objective

This workshop aims to achieve the following objectives: 

1. Understand what is coaching
2. Moving from a Command mindset to a Coaching mindset
3. Coaching framework
4. Giving feedback
5. Assessing Field Capabilities – Knowledge, Skill
6. On-the-Job Capability training
7. Intentional Capability building

Outline

Day 1

Segment 1: What is Coaching?

Coaching Mindset
The first and most important step to understand the difference between In a crisis, you use command and control. But when we rely only on command during daily operations, we create compliance, not capability. Today is about learning how to coach your officers so they make the right tactical and ethical decisions when you aren't looking.

Participants will learn:

1. Know when to coach and when not to.
2. What a coaching mindset looks like.
3. Learn how to move to a coaching mindset.

Segment 2: Coaching Framework

Coaching framework
Participants learn a basic and simple to use framework to coach and build up their operational staff.

Participants will learn:

1. The GROW framework.
2. To use the framework to address operational situations.
3. Participants get to practice the frameworks in one on one situations.

Segment 3: Giving Feedback

One of the most challenging skills that leaders falter on is giving effective feedback. The inability to balance out addressing the issue and giving praise.

Participants will learn:

1. What happens when feedback skirts the issue or turns into a grilling session.
2. How to balance the 2 extremes of addressing the issue and giving praise.

Day 2

Segment 4: Diagnosing the Performance

Capacity Diagnosis
Participants will learn to assess what is the basic performance issue using the Skill-Will matrix.

Participants will learn:

1. The Skill-Will matrix.
2. Using the matrix to guide, delegate, direct and re-engage your staff.

Segment 5: Continuous Learning – the 70-20-10 model

We will be working out this model to build up their team’s capability.

Participants will learn:

1. To intentionally embed learning in the ordinary work flow.
2. How to design on-the-job learning.

Segment 6: Combating Burnt Out

Beyond building up their team’s capability, participants will have to address burnt-out issues.

Participants will learn:

1. To intentionally develop strategies to address burnt-out issues.
2. Deliver the correct support to the correct type of officers.

Methodology

The workshop will also be conducted in an interactive manner, infused with practical exercises, and embedded in spiral learning curriculum design methodology and in-class social learning systems. This allows for maximum engagement with students throughout the lesson.

Modes of instruction include:

1. Case Studies
2. Discussions
3. Facilitations
4. Role-Plays
5. Fun Quizzes
6. Pair Work
7. Group Work
8. Stimulative Games

Profile of Moses Tan

Leadership & Organisational Development Consultant

Moses Tan is a highly experienced Leadership and Organisational Development Consultant with extensive regional exposure across Asia Pacific. With a strong foundation in leadership development, change management, executive coaching, and business acumen, Moses partners with multinational corporations to design and deliver impactful learning solutions that drive performance and organisational transformation.

He holds a Bachelor of Social Science from the National University of Singapore and a Diploma in Teaching English to Speakers of Other Languages (TESOL) from the London Teacher Training College. He is a certified Master Trainer of Everything DiSC (Wiley), MBTI profiling practitioner (CPP Asia Pacific), and holds both ACTA and ACLP certifications under the Singapore Workforce Skills Qualifications (WSQ) framework. He is also a certified Soundwave Coach.


Areas of Expertise

• Leadership Development (Work of Leaders, The 5 Behaviors)
• Change Management
• Executive Coaching
• Business Acumen
• Negotiations skills
• Influencing & Negotiation Skills
• Productive Conflict
• Design Thinking
• Effective Managerial Skills
• Distributor Management
• Communication & Stakeholder Engagement and etc

Strengths & Value Proposition

Moses brings a rare combination of industry depth, cross-cultural experience, and commercial exposure across Asia Pacific. His background spans corporate, consulting, sales, and talent development functions, enabling him to contextualise leadership concepts into practical, results-driven applications. His bilingual delivery capability and ability to engage senior leaders across diverse markets further strengthen his effectiveness as a facilitator and consultant. His diverse customers comes from pharma (Novartis, Bristol Myers Squibb) medical devices (SCIEX, Beckman), manufacturing (Honeywell, FCA Automobile), banking (Standard Charted, OCBC), retail (Starbucks, Gap), hospitality (IHG, Hyatt), and IT (AMD, Dell). On the side, he conducted training for China companies which include Bank of China and China Mobile.

Client Feedback

“Today’s workshop was a unique learning experience — a great combination of engaging delivery and serious discussion. The course design was innovative, and Moses’ explanations were excellent, supported by concrete case studies.”
– R&D Team, AMD China

“The session turned out to be more informative and engaging than expected. It is often difficult to follow online when the main audience is onsite, but not in this case.”
– Hybrid Training Participant, LIXIL Singapore