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