About this Training Course
This 3-day interactive course equips managers and supervisors with practical leadership tools to perform effectively as leaders, performance coaches, mentors, and appraisers in the workplace. The programme focuses on developing the capabilities needed to guide, support, and grow team members while sustaining high standards of performance and accountability.
Through a structured blend of leadership principles, human resource development strategies, performance evaluation techniques, and coaching practices, participants will learn how to identify development needs, set and manage performance goals, and engage in coaching conversations that inspire ownership and growth. The course emphasises fairness, empathy, and empowerment as core values of effective leadership, ensuring participants can translate learning into tangible results.
By the end of the course, participants will be equipped to lead with purpose, nurture employee potential, and build cohesive, high-performing teams that contribute meaningfully to organisational success.
1. What leadership skills matter most in the energy industry?
Energy leaders must guide teams through complex, high-risk environments. The document highlights the “Four E’s”—Envisioning, Enabling, Empowering, and Encouraging—as essential. These skills support better decisions, clearer communication, and stronger team performance, especially when operations are time-critical.
2. How is coaching different from mentoring?
Coaching targets short-term performance, using structured questioning to build accountability. Mentoring, however, focuses on long-term development, career guidance, and leadership readiness. Since both serve different needs, they work best together in energy organisations.
3. Why is coaching important for improving performance?
Coaching helps employees clarify expectations, address gaps, and strengthen confidence. The document notes that tools like reality checks, emotional exploration, and action planning improve consistency and accountability. As a result, teams operate more safely and effectively.
4. How does mentoring support future leaders?
Mentoring helps technical experts transition into leadership by offering guidance, psychological safety, and long-term development goals. This approach reduces uncertainty and encourages growth without micromanagement, which strengthens leadership pipelines.
5. What is a Learning & Development Needs Analysis (LNA)?
An LNA identifies skill gaps and future capability needs. Because energy operations are highly technical, LNAs guide competency matrices, targeted training, and succession planning. Consequently, organisations maintain a capable and compliant workforce.
6. How do managers evaluate performance effectively?
Effective evaluation uses clear objectives, ongoing monitoring, and structured discussions. Tools such as Management by Objectives (MBO) and fact-finding conversations help managers detect issues early and support improvement. This keeps individual goals aligned with organisational priorities.