Coaching Skills Training London: Manager-as-Coach Behavioural Development

Coaching skills sit at the centre of contemporary people management. The shift from directive management to developmental management, accelerated by Google's Project Oxygen research on manager effectiveness and the wider leadership literature, has made coaching capability a foundational manager competence rather than an optional specialist skill. The UK coaching market has substantial provision but the manager-population coaching-skills development that actually changes manager-team-member conversation quality is less well-served than the executive-coaching individual-development market.

Sidestream's design is calibrated specifically for manager-population behavioural change. Where a brief asks for leadership and coaching training or coaching-style leadership training, this is the same work: managers rehearsing real coaching conversations with a professional actor playing the team member. This page is the working reference for Heads of L&D, Heads of People, Chief People Officers and senior leaders scoping coaching skills training.

The guide runs to roughly 5,500 words.

The Manager-as-Coach Model and Contemporary Coaching Research

The manager-as-coach model positions line managers as developmental coaches for their team members alongside conventional management responsibilities. The model is not new but has gained substantial traction through 2018 to 2026, driven by several converging forces. Google's Project Oxygen research into what distinguished its most effective managers listed being a good coach among the defining behaviours. The contemporary leadership literature has shifted decisively from directive to developmental management. The post-pandemic workforce expectations have made developmental management a recruitment-and-retention factor.

The model identifies a specific behavioural shift required of managers. Traditional management defaults to telling team members what to do and how to do it. Manager-as-coach management defaults to asking team members structured questions that surface their own thinking. The behavioural distinction is observable and consequential.

The challenge for L&D buyers is that the behavioural shift is genuinely difficult. Managers default to telling because telling is faster, easier, and the management role traditionally rewarded directive behaviour. Coaching takes longer, requires patience, and demands the manager-skill of asking good questions rather than producing good answers. Conventional coaching skills training delivers content about the shift; behavioural rehearsal produces the actual capability to make the shift.

The supporting research base is well-developed. John Whitmore's GROW model (Goal, Reality, Options, Will), developed from the 1980s, remains the most-cited coaching framework. The OSKAR model (Outcome, Scaling, Know-how, Affirm and action, Review) developed by Paul Jackson and Mark McKergow provides a solutions-focused alternative. The CLEAR model (Contract, Listen, Explore, Action, Review) developed by Peter Hawkins offers another structured approach. Anders Ericsson's deliberate practice research supports the general principle behind behavioural rehearsal.

Why Coaching Skills Training Often Fails to Change Manager Behaviour

Most UK coaching skills training fails to change manager behaviour in observable ways. Four structural reasons explain why.

Reason 1: content delivery is mistaken for skill development. Standard coaching skills training delivers content about GROW, asks participants to practise GROW in pairs, and concludes with a satisfaction survey. The format produces awareness of GROW. It rarely produces the behavioural capability to use GROW in actual manager-team-member conversations under operational pressure.

Reason 2: peer-pair rehearsal lacks realism. Most coaching skills training has participants practise on each other. The dynamic differs structurally from actual manager-team-member conversations because peer-pair partners are professionally sympathetic and similarly engaged in the training. Professional-actor partners playing the specific team-member role the manager will face in real work produce materially different rehearsal quality.

Reason 3: post-training reinforcement is absent. Most coaching skills training is single-event delivery. Managers return to operational pressure that defaults to directive behaviour, and the rehearsed coaching capability fades within weeks. Sustained coaching skills development requires structured embedding with leadership accountability and behavioural-observation reviews.

Reason 4: organisational conditions are not addressed. The team-member responses to coaching behaviour depend on the wider organisational culture. Managers attempting coaching in directive cultures face resistance from team members who expect directive answers. Organisational-development work alongside coaching skills training addresses the conditions around the coaching conversation, which the training alone cannot change.

Sidestream's design addresses all four reasons through bespoke immersive rehearsal with professional actors, structured embedding architecture, and integration with broader organisational-development work where the engagement scope extends to it.

The Six Recurring Coaching Behavioural Targets Sidestream Rehearses

Target 1: Powerful Question-Asking

The single most consequential coaching behaviour is asking powerful questions that surface the colleague's own thinking. Powerful questions are typically open-ended, future-focused, and invite reflection rather than information-recall. The behavioural skill required includes question construction, the discipline to ask rather than tell, and the patience to allow silence after the question. Sidestream's design rehearses powerful question-asking specifically, with structured debrief on observed question quality.

Target 2: Structured Listening

Coaching requires a specific quality of listening that exceeds conventional managerial listening. The skill includes paying attention to what is said and not said, identifying patterns across multiple statements, holding the silence that allows the colleague's thinking to develop, and resisting the temptation to interrupt with manager-side advice. Sidestream's scenarios deliberately test listening discipline through scenario design where the temptation to interrupt is strong.

Target 3: The GROW Framework Conversation

John Whitmore's GROW framework (Goal, Reality, Options, Will) is the most-cited structural approach to coaching conversations. The behavioural skill required is the structured conversation that moves through the four phases with appropriate pacing, returns to earlier phases where needed, and produces a clear commitment by the end. Sidestream rehearses the GROW conversation with multiple iteration cycles until the cohort develops observable conversational fluency.

Target 4: The OSKAR Framework Conversation

The OSKAR framework (Outcome, Scaling, Know-how, Affirm and action, Review) developed by McKergow and Jackson provides a solutions-focused alternative to GROW. The behavioural skill required is the conversation that surfaces what is working and builds from strengths rather than focusing on deficits. Sidestream's design rehearses OSKAR specifically for cohorts whose organisational culture suits the solutions-focused approach.

Target 5: Giving Developmental Feedback

Developmental feedback is the manager behaviour that provides specific, behavioural, observation-based feedback to support team-member growth. The skill differs from directive feedback (which tells the team member what to do) and from generic praise (which is supportive but not developmental). Sidestream rehearses developmental feedback with scripted scenarios calibrated for the operational context.

Target 6: The Coaching Conversation That Surfaces the Colleague's Own Thinking

The integrative coaching behaviour is the conversation that surfaces the colleague's own thinking and supports the colleague to develop the answer rather than imposing the manager's pre-formed solution. The skill combines question-asking, listening, structured framework discipline, and the patience to hold the conversation through productive silence. Sidestream's design rehearses this integrated coaching conversation specifically.

GROW and OSKAR Applied Through Immersive Rehearsal

The GROW framework can provide the structural scaffolding for a coaching skills engagement. The four phases (Goal, Reality, Options, Will) describe what good coaching conversations cover. They do not, by themselves, produce the capability to conduct them. Sidestream's rehearsal method translates the framework into capability.

Goal phase rehearsal. The conversation about what the colleague wants to achieve. Behavioural skill: structured goal-clarification questions, the patience to allow the goal to be properly articulated rather than rushing to action, and the recognition of goal-articulation that needs further refinement.

Reality phase rehearsal. The conversation about the current situation. Behavioural skill: structured reality-exploration questions, the listening discipline that allows the colleague's understanding to emerge, and the recognition of reality-articulation that the colleague has not fully thought through.

Options phase rehearsal. The conversation about possible courses of action. Behavioural skill: structured options-generation questions, the discipline to invite the colleague's ideas before offering the manager's, and the recognition that options can include things the colleague has not yet considered.

Will phase rehearsal. The conversation about commitment to action. Behavioural skill: structured will-clarification questions, the recognition of authentic versus performative commitment, and the closing-of-the-conversation behaviour that supports follow-through.

Each phase is rehearsable. The integration of the four phases into a coherent coaching conversation is rehearsable. The OSKAR alternative is rehearsable. The CLEAR alternative is rehearsable. Sidestream's design accommodates the specific framework the cohort wants to develop, with bespoke calibration for the organisational and operational context.

Format Options for London Coaching Skills Training

Format one: half-day workshop. Half-day, 12 to 25 participants, focused single-coaching-target rehearsal. Priced per engagement.

Format two: one-day workshop. Full-day, 12 to 25 participants, multi-target rehearsal covering powerful questions, structured listening, GROW or OSKAR framework, and feedback behaviour. Priced per engagement.

Format three: two-day intensive. Two days with embedding work between, comprehensive scenario range covering both GROW and OSKAR frameworks. Priced per engagement.

Format four: multi-cohort manager-as-coach programme. 4 to 12 cohorts over 3 to 6 months for the wider manager population. Priced per engagement.

Format five: enterprise coaching-culture development. Multi-cohort, multi-year programme integrating coaching skills training with broader culture-change work and internal coaching pool development. Sidestream does not issue coaching certification. Priced per engagement.

Sector Application Notes for London Coaching Skills Training

Financial Services Coaching Skills

City of London and Canary Wharf financial services coaching skills training is shaped by the directive culture characteristic of the sector and the conduct-and-culture environment that increasingly expects coaching-style management. The behavioural shift from directive to coaching is particularly demanding in financial services contexts and benefits from sustained intervention. See our City of London guide and Canary Wharf guide.

NHS Coaching Skills

NHS coaching skills training aligns with the compassionate leadership agenda (Michael West) and the broader NHS People Plan commitments. Coaching-style manager behaviour is one element of the wider compassionate-leadership profile. See our NHS guide.

Higher Education Coaching Skills

University coaching skills training is shaped by the specific challenges of academic management (the dual academic-management role of principal investigators, the supervisor-supervisee relationship, the cross-faculty coordination context). Clients in this sector include UCL, the University of Cambridge, Bocconi University, Goldsmiths and Imperial College London. See our University Leadership Development guide.

Police-Sector Coaching Skills

UK police-sector coaching skills training is shaped by the rank-structure characteristic of policing, the directive operational culture, and the wider workforce reform agenda that increasingly expects developmental management. Sidestream counts the Metropolitan Police among its clients. A typical design here would rehearse the coaching conversation between a supervising officer and a team member who expects to be told what to do. See our Police Leadership Training guide.

Civil Service Coaching Skills

UK Civil Service coaching skills training operates within the Senior Civil Service development framework and the wider Civil Service Learning architecture. Coaching skills are positioned as foundational manager capability in the contemporary Civil Service development profile. See our Westminster and Whitehall guide.

Technology Sector Coaching Skills

Kings Cross, Shoreditch and London tech-cluster coaching skills training is shaped by scaling-stage manager-development demand, the engineering-team culture specifics, and the wider tech-sector adoption of coaching-style management.

Professional Services Coaching Skills

Magic Circle law, Big-4 accounting and professional services coaching skills training is shaped by the partner-development trajectory, the client-relationship dynamics that affect internal coaching opportunities, and the specific demands of senior-professional coaching of junior-professional populations.

Creative Industries Coaching Skills

Camden, Soho and creative-industry coaching skills training is shaped by the creative-team dynamics, the founder-to-managed-firm transition that creative agencies undergo as they scale, and the specific demands of coaching creative populations.

How Sidestream's Coaching Skills Training Compares to Other Providers

Compared to ICF-accredited coaching certification providers (UK coaching schools that offer ICF accreditation): These providers qualify individuals as professional coaches. Sidestream operates in the manager-population coaching skills space, which is different. The two are complementary: certification for individuals seeking the professional coach credential, Sidestream for organisations developing manager-population coaching capability.

Compared to coaching-firm leadership development (Meyler Campbell, the AoEC, Right Management, Mariposa and adjacent UK coaching firms): These firms deliver outstanding individual executive coaching and leadership development. Sidestream's group-immersive method is structurally different and most effective for cohort-level coaching skills development.

Compared to off-the-shelf coaching skills franchises. Several training franchises offer manager-as-coach modules. Sidestream's bespoke design with a professional-actor ensemble is a different format from standardised content delivery.

Compared to internal coaching programmes. Many organisations operate internal coaching capabilities including coaching pools, peer-coaching networks, and internal coaching academies. Sidestream's external intervention complements internal programmes rather than displacing them.

For comprehensive comparison, see our 50-provider UK comparison guide.

The Sidestream Six-Step Method Applied to Coaching Skills Training

Step 1: Diagnose Specific Coaching Behaviour

Stakeholder interviews across the cohort, observation of 121 meetings where appropriate and consented, document review of coaching frameworks already in use, and structured COM-B analysis of the specific coaching behaviour the organisation wants to develop. Three to four weeks typical.

Step 2: Design Bespoke Scripted Scenarios

Scenario writing calibrated for the cohort's specific operational reality and the coaching frameworks the organisation operates. The scenarios cover real manager-team-member conversations the cohort will face.

Step 3: Cast Professional Actor Ensemble

Sector-calibrated actor casting matched to the team-member role the manager will face in real coaching contexts.

Step 4: Deliver Immersive Workshop

Workshop, multi-day programme or multi-cohort programme delivery, following the rehearsal-debrief-re-rehearsal cycle.

Step 5: Embed Through Structured Follow-Through

Six to eight weeks of follow-through with 121 meeting observation, leadership accountability for coaching-behaviour adoption, and integration with broader coaching architecture.

Step 6: Measure at Kirkpatrick Level 3 or 4

Observed coaching behaviour in real manager-team-member conversations, structured-question frequency, listening-to-talking ratios, and where appropriate, downstream team-member development and engagement indicators. Measurement takes place three to six weeks after delivery and again at around 90 days.

Cost and Scope for London Coaching Skills Training

• Half-day workshop: priced per engagement.
• One-day workshop: priced per engagement.
• Two-day intensive: priced per engagement.
• Multi-cohort manager-as-coach programme: priced per engagement.
• Enterprise coaching-culture development: priced per engagement.

How to Start a Coaching Skills Training Engagement with Sidestream

Book a free 30-minute consultation at calendly.com/info-sidestream. Bring the specific manager-as-coach capability the organisation wants to develop.

Or read more on our leadership training London page, our team dynamics workshop London page, our psychological safety training London page, our services, our approach, our London locations, and our 50-provider UK comparison.

Frequently Asked Questions

How does Sidestream's coaching skills training fit with engagement-survey programmes?

Where the client operates engagement surveys (Gallup Q12, custom surveys, NHS Staff Survey), our design integrates the engagement-survey data into diagnostic analysis. Coaching-style manager behaviour is correlated with engagement outcomes in the established research, which means engagement-survey indicator movement is one of the natural downstream measures for coaching skills training outcomes.

Can Sidestream support coaching skills training for newly-promoted managers?

Yes. Newly-promoted manager cohorts are one of the most natural application contexts. The transition from individual contributor to manager benefits substantially from coaching skills development at the appointment phase.

Does Sidestream offer coaching skills training that integrates with mentoring programmes?

Yes. Where the organisation operates mentoring alongside coaching (some organisations distinguish the two clearly; others blend them), our design accommodates the specific organisational definition and the integration with the wider mentoring architecture. For the underlying distinction, see our guide on the difference between coaching and mentoring.

How does coaching skills training fit with broader leadership development?

Coaching skills are typically positioned as foundational manager capability that broader leadership development builds on. For organisations developing comprehensive leadership development, coaching skills training is often the entry point that subsequent leadership work depends on.

Can Sidestream support coaching skills training for senior leadership cohorts?

Yes. Senior leadership coaching skills development is one of the application contexts where the behavioural shift from directive to coaching is most demanding and most consequential. Senior leadership populations benefit particularly from the professional-actor rehearsal because peer-cohort rehearsal at senior level has political dynamics that reduce rehearsal quality.

What is the typical participant feedback on Sidestream's coaching skills training?

We do not publish aggregated participant feedback for coaching skills training. Selected participant quotes from our documented programmes are on our case studies page.

Does Sidestream offer coaching skills training in languages other than English?

Primary delivery language is English (British). For multilingual contexts where required, we work with bilingual professional actors and facilitators.

How does Sidestream's coaching skills training accommodate hybrid working contexts?

Coaching conversations in hybrid working contexts have specific dynamics. Some coaching happens in person, some via video, some asynchronously through written communication. Our scenario design accommodates the hybrid context with calibration for the specific working pattern.

Can Sidestream's coaching skills training integrate with AI-coaching tools?

Generative AI coaching tools have emerged through 2024 to 2026, with some providers offering AI-assisted manager-coaching support. Our design accommodates AI-tool integration where the client operates such tools, with the behavioural training focused on the human manager-team-member conversation that AI tools can support but cannot replace.

How does Sidestream measure long-term coaching skills outcomes?

Through structured measurement three to six weeks after delivery and again at around 90 days, using Kirkpatrick Level 3 behavioural observation; later measurements, for example at six or twelve months, are optional. Specific measures include observed coaching behaviour in 121 meetings, the listening-to-talking ratio in development conversations, the use of coaching frameworks where appropriate, and downstream engagement and team-member-development indicators.

Can Sidestream's coaching skills training support internal coach-pool development?

Where the organisation operates internal coaching pools (manager-cohorts serving as coaches for colleagues outside their direct reports), our design can be calibrated for the specific demands of internal-coach development. Manager-as-coach behavioural rehearsal and internal-coach-pool development can be designed together, because each covers what the other does not.

Does Sidestream offer coaching skills training for charity and voluntary-sector populations?

Yes. Charity and voluntary-sector coaching skills development is within standard scope. The cost calibration for non-profit clients is typically scoped against the specific funding context.

The Sidestream Coaching Skills Training Timeline

• Week 1 to 3: Diagnostic. Stakeholder interviews, observation of 121 meetings where appropriate and consented, document review of coaching frameworks already in use, COM-B analysis.
• Week 4 to 5: Design. Bespoke scenario writing calibrated for the specific manager population and operational context, professional-actor casting, venue confirmation.
• Week 6: Delivery. Workshop or multi-day intensive.
• Week 7 to 12: Embedding. Structured follow-through with 121 meeting observation, leadership accountability sessions, peer-coaching practice arrangements.
• Three to six weeks after delivery, and again at around 90 days: Measurement. Kirkpatrick Level 3 behavioural observation; later measurements, for example at six or twelve months, are optional.

What a Sidestream Coaching Skills Workshop Looks Like in Practice

The workshop typically runs at the client's London office or at a Sidestream-recommended venue. Professional actors arrive with the lead facilitator. The room is configured for active rehearsal rather than slide-deck delivery. The cohort arrives and is welcomed with brief framing of the workshop intention, the coaching framework (GROW or OSKAR), and the rehearsal-cycle methodology.

The first scenario opens. The scenario presents a manager-team-member situation drawn from real working contexts: the team member who is struggling with a specific challenge, the colleague seeking development advice, the report whose performance has dipped, the team member considering a career move, the colleague handling difficult interpersonal dynamics. A professional actor plays the team-member role. A cohort participant takes the manager role.

The conversation unfolds. The cohort manager attempts to coach rather than to tell. The facilitator may pause the action at moments where behavioural observation becomes possible: powerful question opportunities the manager missed, listening moments the manager interrupted, the temptation to provide directive answers, the structured-framework moments where GROW or OSKAR phases applied or did not. A structured debrief identifies the specific behaviours, names them, connects them to the coaching framework, and feeds into the next rehearsal cycle.

The day moves through different scenarios targeting different coaching behaviours, with each cohort member experiencing multiple rehearsal opportunities both as coach and as observer. The workshop ends with consolidation, identifying the specific behavioural commitments each participant is taking forward into their actual 121 meetings.

The 2026 London Coaching Skills Training Context

Five contextual shifts have intensified coaching skills training demand through 2024 to 2026.

Shift one: post-pandemic management has made coaching skills more visible. Hybrid working has made manager-team-member relationship quality more consequential. Managers who relied on proximity for relationship-building have had to develop more deliberate developmental conversations. Coaching skills are now part of the standard manager-development profile rather than a specialist add-on.

Shift two: workforce expectations have shifted towards developmental management. Post-pandemic workforce surveys consistently identify development opportunities and developmental management as recruitment-and-retention factors. Organisations that produce coaching-style management outperform those that rely on directive management for engagement and retention outcomes.

Shift three: AI integration has changed the manager-as-coach role. Generative AI tools handle some of the technical knowledge transfer that managers traditionally provided through directive teaching. The manager-development opportunity has shifted towards the developmental coaching that AI tools cannot provide. The manager-as-coach role has become more central as AI handles more of the directive-knowledge work.

Shift four: senior leadership expectations have intensified. Senior leaders increasingly expect managers in their organisations to operate as coaches rather than as directive supervisors. The expectation shapes manager-development procurement, with coaching skills development positioned as foundational manager capability rather than as an optional development module.

Shift five: cost pressure has raised the bar on coaching skills ROI. Sustained cost pressure has put L&D procurement under closer finance-team scrutiny. The Kirkpatrick Level 3 measurement of coaching skills training, with downstream engagement-and-retention measurement, provides the kind of ROI defensibility that finance-team scrutiny increasingly requires.

Leadership and Coaching Training: Where Coaching Skills Fit in Sidestream's Wider Offering

Coaching skills training sits within Sidestream's wider behaviour-change consultancy offer. It connects with five adjacent application areas.

Coaching skills and leadership development. Coaching skills are typically positioned as foundational manager capability that broader leadership development builds on. See our leadership training London page.

Coaching skills and team dynamics. Manager coaching behaviour is one of the key dynamics that shapes team performance. Coaching skills training can be combined with team dynamics development where the brief is team-level. See our team dynamics workshop London page.

Coaching skills and psychological safety. Coaching-style manager behaviour is one of the practical methods for creating psychological safety in teams. Coaching skills development and psychological safety development are typically complementary engagements. See our psychological safety training London page.

Coaching skills and change management. Change leadership requires substantial coaching skills as managers help team members navigate transformation. Change management training and coaching skills training can be combined where a transformation is the context. See our change management training London page.

Coaching skills and executive training. Senior leadership coaching skills are a specific extension of the wider coaching skills competence. See our executive training London page.

The Specific Sidestream Coaching Skills Method Calibration

For coaching skills development specifically, our design has been calibrated in five specific ways that distinguish our offer from generic manager-development training.

Calibration one: framework-anchored scenario design. Every workshop scenario operationalises a specific coaching framework (GROW, OSKAR, CLEAR or hybrid) against the cohort's specific working context. The cohort experiences the framework in action rather than learning about it.

Calibration two: professional-actor team-member partners. The actor playing the team-member role brings realism that peer-pair rehearsal cannot match. Sophisticated managers find peer-pair rehearsal artificial; professional-actor partners produce genuine engagement with the coaching practice.

Calibration three: scenario-specific coaching opportunities. Different operational contexts produce different coaching opportunities. Performance-development coaching is different from career-development coaching is different from team-dynamics coaching is different from crisis-response coaching. Our scenario design covers the specific coaching contexts the cohort population faces.

Calibration four: structured embedding through 121 observation. The six-to-eight-week embedding phase includes structured observation of real 121 meetings, with feedback against observed coaching behaviour. The combination of immersive rehearsal and real-conversation observation is designed so that the behaviour holds after the session.

Calibration five: integration with broader behaviour-change architecture. Coaching skills are positioned as foundational manager capability that broader leadership and team-development work builds on. Our design integrates with the wider behaviour-change engagement structure where the scope extends beyond pure coaching skills development.

Can Sidestream's coaching skills training accommodate cross-cultural teams?

Yes. Cross-cultural coaching has specific dynamics. Coaching frameworks developed in Western contexts (GROW, OSKAR) translate but require cultural calibration. Our scenario design and actor casting accommodate cross-cultural contexts where the engagement requires it.

How does Sidestream's coaching skills training fit with executive sponsor work?

Where the engagement includes senior-leadership sponsorship of coaching-culture development, our design accommodates executive-sponsor integration. A typical design pairs senior-leadership sponsorship with cohort behavioural training, so the rehearsed behaviour is also expected from above.

Can Sidestream support coaching skills training for technical and specialist populations?

Yes. Technical and specialist populations (engineering managers, scientific leaders, clinical leaders, legal partners, accounting partners, academic faculty leaders) face specific coaching challenges including the technical-and-leadership dual identity, the coaching of high-status-professional populations, and the structured-feedback skill that technical populations often have to develop deliberately.

How does Sidestream's coaching skills training handle remote and video-based coaching?

Remote and video-based coaching has specific behavioural dynamics. The visual signals managers rely on in person are reduced. The pacing of conversation differs. The use of structured frameworks becomes more important because conversational flow is harder to manage remotely. Our scenario design accommodates remote and video-based coaching contexts where the brief requires it.

Does Sidestream support coaching skills training combined with reverse-mentoring programmes?

Yes. Where the organisation operates reverse-mentoring (junior colleagues mentoring senior leaders on specific topics, often emerging technology or generational perspective), our design accommodates the integration. The combination of coaching skills training and reverse-mentoring produces complementary development outcomes.

Can Sidestream support coaching skills training for project managers and matrix-managers?

Yes. Project managers and matrix-managers who manage through influence rather than line authority face particular coaching challenges. The coaching conversations they lead have to produce commitment without the structural backing of direct-line authority. Our scenario design accommodates the specific dynamics of project and matrix management.

What is the difference between coaching skills training and conversational-skills training?

Conversational-skills training develops general capability in business conversations. Coaching skills training develops the specific behavioural capability for developmental conversations that surface the colleague's own thinking. Coaching skills are a specific subset of conversational skills with their own frameworks and rehearsal targets.