Coaching and Mentoring

Overview

A course for managers to build their Coaching and Mentoring skills, learn new skills and create new behaviours to support their teams and personal career progression. Understand how to develop personal competencies and how not to develop unhealthy dependencies for the effective coaching relationship. Develop objective measures to track effectiveness, develop awareness and responsibility in the coachee and boost morale and transform toxic attitudes into positive attitudes

Who is Coaching and Mentoring aimed at?

Managers & Supervisors at any level of any organisation

Course Length

1 day

Learning Outcomes

On conclusion of the course, participants will:

• Understand the elements of effective coaching, core skills, competencies
• Have awareness of different coaching models
• Know how to use existing strengths to effect change using Appreciative Inquiry
• Be able to practise Peer Coaching to develop alternative viewpoints and how to use the G.R.O.W.* model within peer coaching
• Be able to break down the stages of the coaching process, looking at a model in detail from engagement to follow up
• Know how to coach the resistant coachee, how to match and balance different dynamics
• Be able to determine barriers to learning and how to overcome them
• Be able to give effective feedback in a way that encourages positive change
• Be able to describe the role of the effective mentor and mentee and how to use a range of tools and techniques to enhance the mentoring process
• Understand the boundaries and responsibilities of the relationship
• Recognise the stages of the mentoring relationship and identify techniques to facilitate development
• Identify and practice mentoring techniques
• Be able to practise questioning skills using the G.R.O.W. model*
• Be able to demonstrate effective verbal and nonverbal communication skills
• Know how to track improvements and challenge lack of it positively
• Be able to give effective feedback in a way that encourages positive change
• Know how to use existing strengths to effect change using Appreciative Inquiry
• Have developed a learning plan