No Image Available

Seb Anthony

Read more from Seb Anthony

googletag.cmd.push(function() { googletag.display(‘div-gpt-ad-1705321608055-0’); });

Coaching Exercises


I am currently writing an Introduction to Coaching training piece to deliver to a community of Sales Managers.

It will build up the basic principles of coaching, introduce a Coaching Model, the GROW model (although the focus is not necessarily model, more the skill) and will end the training with a Coaching Circles Exercise (Coach, Coachee and Obsever) to allow practice of the theory.

There is a fair amount of Group Discussion and Facilitation, I was wondering if anyone has an exercise that can be introduced early on in the session to highlight the advantages of coaching and/or the principles of coaching - and really get the group thinking about the topic

Rob Pardon

2 Responses

  1. coaching example
    Hi Rob

    I have used an exercise where I set up a set of 10 pins and a light weight bowling ball, and between the pins & the bowler is a sheet. Ask for a volunteer and give them 3 balls to bowl. Do not give any feed back, ask them how they feel at the end of the exercise. Then do the same thing giving feedback after each ball – left, right harder softer, one pin three pins etc.

    This can show the power of coaching and the importance of goal setting and feedback.

    There are many activities listed on


  2. from experience
    I have been instrumental in two programmes such as this with Financial Services clients and I’ll share some of the learning with you.

    What went well?
    -we sent out all the “information” in advance as a workbook for delegates to absorb before the workshop. Then on the day we concentrated heavily on the “circles” (note that the “observer” is actually giving coaching to the Coach so you get a double whammy of practice). This produced a great deal of genuine skill practice and lots of real feedback given and received.

    What would we have changed?
    -Many people found that the GROW model didn’t give them much help for tackling the initial conversation in a case of “poor” performance where the coachee was unaware or unwilling to recognise the issue. In the latter programme we added some “One Minute Manager” material in the prework.

    I hope this helps
    feel free to contact me if you want to discuss more off line


Get the latest from TrainingZone.

Elevate your L&D expertise by subscribing to TrainingZone’s newsletter! Get curated insights, premium reports, and event updates from industry leaders.


Thank you!