COACHING AND MENTORING TRAINING PROGRAMME
Course Overview
Imagine you are in your office looking over your performance report and it happened again. Your
low performing employee failed to meet quota this month even after you spoke with them about
the importance of meeting goal targets. These employees have great attitudes and you know they
can do better. You just do not know how to make them to reach the target goals. Money used to
work, but that has now worn off. You are baffled and you know being frustrated makes matters
worse. What do you do?
Increasingly, organizations are realizing the many benefits of developing talent, retain and
succession plan through coaching and mentoring strategic programs. However, questions often
arise about the use of each method, how these methods can support talent development, and the
tools available for running programs. This training programme is designed to identify the key
differences between coaching and mentoring, how to use these methods in your organization, real
world examples of success, and the new toolsets that are available.
It will enable participants be in a position to discover how their organizations can better create,
manage, and run effective talent development programs. Thus the understanding of Coaching and
mentoring are that they are ways of giving people time to think. This can have a significant impact
on the development of individuals, and consequently our organizations, during a period of
complexity, transition and change.
Aims and Objectives
Ideal for those managing teams who wish to improve results, staff retention and personal
development this training course will teach you about:
1. To understand the role of coaching and mentoring as a management tool
2. Identifying preferred coaching styles
3. Applying the GROW model to coaching interventions
4. Recognizing and satisfying the need for mentoring
5. Measuring personal effectiveness by results
6. To help coachers and mentors be successful in their roles by outlining mentor
responsibilities and expectations
7. To explain to coachers and mentors the basics of effective mentoring
8. To teach coachers and mentors how to prepare for mentoring meetings
9. To allow interactive role play so that coachers and mentors can relate to their mentees.
Immediate BENEFITS of this Training workshop to individuals
By applying effective coaching and mentoring techniques in your organisation, you can:
increase individual, team, and organisation's performance
increase work productivity and efficiency
increase employee retention
foster and develop talents
encourage 'successes'
redirect talents to the right path
repair sore relationships at work
change attitudes
boost morale
inculcate loyalty
Benefits of this Workshop to organisation
Benefits The benefits of coaching and mentoring in the work environment are many, and include:
attaining higher performance of team members
improving communication between leaders & staff
enhancing motivation and morale
nurturing and empowering staff
engendering less dependency on leaders
help organisation builds internal coaching and mentoring capability
develop leaders and internal experts to use coaching and mentoring as part of their natural
leadership style
Coaching and Mentoring Training Outcomes
By the end of the course, you will be able to:
Recognise the importance of coaching and mentoring.
Increase your self-reliance and optimise resources available
Guide, coach and mentor team members
Adjust your coaching style to cater to individual team members ‘needs.
Cultivate the habits of effective mentors.
Apply relevant and suitable coaching and mentoring techniques.
Evaluate and control coaching and mentoring relationships.
Who can attend this workshop?
This Coaching and Mentoring skills course is aimed:
Managers and their deputies
Executive team leaders
Supervisors and all line managers
Anyone who manages personnel or who contributes to an individual’s capability
development in the workplace.
The Training Method
The training method follows this general pattern - the training is very interactive and interesting:
1. The trainer gives a clear explanation of the point in question with specific examples.
2. Then, the delegates practice by doing an exercise with each other.
3. The delegates practice by doing an exercise with the trainer.
4. All points are supported with full written notes to take away.
5. Delegates are asked to write down an associated action, for each point made.
(At the end of the day, we have about twenty such actions, from which the delegates choose
six which are the most personally meaningful).
COURSE CONTENTS
This course is a two day programme and is intended to cover the following areas:
Day One (1)
8.00am-8.20: Registration of Participants Attendance and Icebreaking
8.30am-10.30am Introduction to Coaching and Mentoring
The origins of the term coaching and mentoring
What is coaching and mentoring
o Common benefits experience from coaching
o What a mentor might provide the mentee
o What happens during a coaching and mentoring session?
o Is coaching and mentoring confidential?
o Differences between Coaching and Mentoring
Purpose of coaching and mentoring
Getting a Picture of Where we are currently
Obstacles Identification and Removal
Establishes a positive coaching and mentoring environment
Initiates a sense of teamwork
Provides an overlay for the mentoring team members
10.30-11.00am Health Break
11.00am-1.00pm Coaching and Mentoring Differentiated from other Developmental
practices
Establish a clear understanding of Mentoring
Enable the Participants to grasp the Practice of Coaching
Establish the practical difference in the meaning of Training
Counselling in relation to coaching and mentoring practices in
organizational development practices
Preparing Mentoring Meetings
Implementing Organisational Change that Sticks
1.00-2.00pm LUNCH BREAK
2.00-4.00PM Understanding Coaching and Mentoring
Realise the critical need for mentors in an organisation
Understand the relationship and difference between coaching and
mentoring
Assess one's mentoring skills and planning for improvement
Identify one's mentoring style and the necessary style modifications for
greater mentoring effectiveness
Identify who to coach and who to mentor
Coaching characteristics and skills,
How the ‘coaching to train’ process works.
Day Two (2)
8.20-830am Recap of Day One Events
8.30-10.30am Coaching and Mentoring Methods
Developing a Commitment Plan
Establishing Drawing out Action Plans
Personalise such development plans
T-GROW Framework for Coaching
Sharing wisdom in a thoughtful and helpful manner
Mentoring Plan
Where we now? Where do we want to go?
What skills do team members’ lack?
Planning and activating the mentoring strategies that overcome the
barriers to effective performance
10.30-11.00am HEALTH BREAK
11.00-1pm Planning for Performance Improvement
Effective Coaching and Mentoring Skills
o Building Relationships
o Positive and Empowering Attitudes
o Building Confidence
o Effective Feedback
o Confidentiality
Preparing delegates to face new business reality with confidence and
competence
Draft a performance-improvement strategy for developing those you are
mentoring
Determine the critical knowledge, skills, and attributes for performance
enhancement
Create a performance-improvement planning system for the
development of individual business professionals
What are Key Performance Indicators (KPI) and core competencies at
work
SMART components and KPI
Crafting KPI
1.00-2.00pm LUNCH BREAK
2.00-4.00PM Establishing a Climate of Trust, Credibility, and Rapport for Coaching
and Mentoring
Inculcate mental framework for communicating interest and desire to be
a mentor
Assess effective mentors characteristics vs your existing skills
Identify the gateways and opportunities for creating trust and openness
through listening to understand
Develop critical listening skills for attaining another person's
perspective/point-of-view
Establish rapport or communication strategy for creating a "privileged
relationship
Implementation Plan- Influence, Inspire, Initiate
Action Plan - Putting It All Together
