Manager as a coach


Manager as coach  is a program addressed to middle and senior managers who want to manage people in a way that strengthens autonomy, initiative, responsibility and independence of employees. It aims to help leaders become more flexible in their role – balancing between „ask” and „tell” approaches to leadership and adapting to the context reality. The program presents coaching as an element of philosophy and management style which can be used during individual and team conversations with employees.


The program is tailored to the needs of a group with different levels of competence. It supports the exchange of experiences between participants and devotes time to building a common understanding of the presented issues.

Why us?

Training organized since 2009r.

Presents coaching as an element of management philosophy and style.

A consistent model of coaching and a set of tools for conducting coaching conversations.

Run by experienced trainers and coaches at PCC ICF level.

The trainers of the international coach treining- The Art and Science of Coaching.

Run in Polish and English.

Wszechnica UJ is one of the leading companies providing coaching services in Poland.

We have the MSUES QM for consulting and training services.

Co-financing of the training through Development Services Database (BUR).

Management style

The coaching style of conversations with employees proposed by Wszechnica UJ is based on four interrelated pillars:

noticing strengths and resources

focusing on talents and strenghts, allowing to demonstrate trust to employees;

transferring responsibility

increasing the scope of independence, asking questions provoking reflection and decision making;

focusing on solution

concentration on achieving clearly defined results and changes dependent on the employee, not on sources of the problem;

action orientation

verifying ideas in experience, converting observations and conclusions into practical, quick to implement steps.

The structure of the coaching conversation used in the program is an adaptation of the GROW model by J. Whitmore.

Learning goals

The participants who complete the training will:

  • have an understanding of coaching as a leadership/ management style;
  • have a firsthand experience of the benefits and limitations of coaching;
  • know when to coach and when to use a different approach according to the needs of employee and to the context of the situation;
  • be able to conduct a coaching conversation structured according to the GROW model;
  • be able to use coaching tools in formal and in everyday conversations with employees;
  • be more aware of own strengths and areas requiring work in the application of coaching style of management;
  • be able to conduct a team meetings using coaching approach.


dr Maciej Świeży

I work with leadership teams, inviting them to discuss the future of the organisation they manage and helping them to shape their culture together. I run team and individual coaching, and participate in long-term consulting projects supporting organisational change.

I design tools and standards for the professional development of trainers and the development of organisation-wide conditions favouring learning and exchange of experience. I have authored the Małopolska Standards of Education and Training Service, competence profiles, training curricula, and knowledge management tools.

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Artur Krupa

I specialize in training focused on developing training and coaching skills, as well as using insights about group dynamics for managing teams and organizations. I am one of the trainers of “The Art and Science of Coaching”, and the Program Manager of trainers certification process.

I also have many years of experience in design and implementation of learning and development processes for managers and teams. I consult to organizations undergoing important changes, and apply individual or team coaching to support organizations in achieving their business goals.

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The program focuses on understanding the coaching approach through practicing real-life coaching conversations, and linking the observations to knowledge provided by the trainer. It is based on:

  • sample coaching conversations and coaching tools observed by participants;
  • presentation & discussion of basic assumptions, structure and application of coaching, complemented by specific, business examples;
  • group exercises providing insight into selected aspects of coaching, various styles of formulating questions;
  • peer-to-peer coaching conversations in pairs and small groups with guidelines and feedback.


Possible long-term benefits


If supported properly, using skills developed during the training can result in:

  • comprehensive management style (less micro-management, more support for people),
  • more involvement of teams that are managed by participants of the training,
  • limit the amount of time devoted to meetings.



Contact us

Aneta Marek

Head of Organizational Development, Consultant of Organizational Development, Trainer, Facilitator

514 206 346
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