This one-day Coaching and Mentoring Course is for people wishing to develop their coaching or mentoring skills at any level of business.
This course aims to give participants a clear insight and understanding into the dynamics that happen between people when they work one-to-one.
The temptation when coaching or mentoring someone is to provide solutions to problems or difficulties.
We will help you find ways to hand the issues back to the person and encourage them find the solutions for themselves.
Coaching and Mentoring Course Objectives:
- Provide highly effective coaching skills
- Things you can put into practise immediately
- Listening and responding skills
- Motivating and guiding
- Giving effective feedback
- Dealing with confidence issues
- Assisting with professional and personal development
- The difference between doing, telling and coaching
- Learning the value of patience
What our Delegates Say:
“Enjoyed the day and your delivery style was spot on for this course. Nice to be in a group that wasn't filled with 'cynical coppers' and the diversity of the group really made the day not only interesting to me but beneficial in my own development.”
Rae Jiggins - British Transport Police
Coaching and Mentoring Programme
We tailor all our courses to reflect the needs of the delegates on the day. The course content may include many of the exercises listed below, and any additional material that the trainers feel is relevant.
One size doesn't fit all
Increasingly people are being asked to use coaching skills when managing their workplace relationships. This isn't exclusive to people in management positions, but to just about anyone who works with others. It's not enough to tell people what you want them to do and expect they'll do it, you need to be able to understand what it takes to get the best out of each individual. One size doesn't fit all. This is true whether you are a manager or someone working alongside peers - you will probably have to use coaching skills as part of your everyday communication.
We aren't aiming to teach you how to become a fully accredited coach, we are aiming to provide you with some highly effective coaching skills you will be able to put into practise immediately.
Benefits of these new tools and techniques
These tools and techniques will be useful whether you are asking someone to take on a new task:
Following up when someone hasn't done what you've asked
Working with a colleague who may be at odds with your approach
Handling conflict between colleagues or between yourself and someone else
Ensuring goals are met
Helping and supporting when someone is struggling or having a difficult time
In short, learning to use coaching skills requires a bit of practise but even in the short term will produce excellent results.
Why Coaching and Mentoring?
Discussion on the advantages of coaching/mentoring as a tool in business.
What do you think it is?
Why have it?
Are there any rules around coaching/mentoring?
What are the pluses?
What are you looking to achieve with a coaching/mentoring programme?
Discussion on 'You as a Role Model'
The Roles of a Coach and Mentor
Some suggested roles of a mentor are:
Coaching- To assist in professional development - carrying out specific tasks or activities
Facilitation - To create opportunities for the mentee (or learner) to practice their new skills
Counselling- To help the mentee (learner) to explore the consequences of potential decisions
Networking- To refer the mentee (learner) to others when the mentor's experience is insufficient
Participants will further develop these roles, as they are perceived within your company. What roles do they currently play and where do they need to develop?
Skills Needed For Effective Coaching and Mentoring
Building Relationships- Relationships that provide backbone to a good coaching/mentoring relationship are built on trust and mutual cooperation.
Positive and Empowering Attitudes- Wanting the mentee to succeed requires a generous and positive spirit. Success depends on this attitude being present.
Building Confidence- Catch people doing things right and praise and acknowledge their actions and achievements
Effective Feedback- Giving and receiving feedback is a skill that can make or break the relationship.
Confidentiality- Agreements need to be established as to confidentiality within the relationship. Establishing these agreements from the start will helps establish a relationship of trust and facilitate the mentoring process for both parties.
Building Confidence as a Coach or Mentor
These exercises help with a whole variety of issues:
Feeling and behaving as a Coach/Mentor
Communicating upwards and downwards
Not being manipulated
Setting clear boundaries for others
Understanding Feedback as a Coach or Mentor
What is it feeding?
Feedback often says more about the person giving the feedback than the person receiving it - WE will tend to notice things that are not working in accordance with our own belief system and idea of what is 'right' or 'wrong.' Awareness of what you are feeding and why is the key to being an effective mentor.
A Movable Feast of Coaching and Mentoring Exercises
There will now be a series of pairs exercises with a variety of tools and techniques people can use as mentors/coaches. Not all of these will be done, only those that are determined to be useful for the group.
Keeping good Coaching and Mentoring Boundaries
An exercise to develop a crucial skill in a mentoring relationship: how to spot when you have overstepped the mentee's boundaries and they haven't told you.
Emotion vs Objectivity
An advanced listening skill that is crucial to give mentor's objectivity in being able to separate emotion from fact.
A tool to calm down difficult confrontations. This skill is great for moving things forward.
Blame vs Effective Behaviour
Understanding the difference in using You, I or We statements in order to get away from blame and making someone wrong. This helps people get to a place where mutual solution-finding is created.
Coaching and Mentoring Styles
Everyone has a different style of communicating. Some we find easy to work with, some difficult. This exercise looks at the styles people find most difficult to work with and what they can do to make it easier for themselves
Helping your Mentee choose what to do next
The temptation when mentoring someone is often to provide the solution to their problem or difficulty. This looks at ways to hand the issue back to the person and help them find the solution for themselves.
Coaching and Mentoring Hints and Tips
Hints and tips to provide guidelines and best practise for mentors.
Personal Coach – Mentor's Declaration and What's Next
What do you know you will be bringing into the Coaching and Mentoring arena?
What do you want to do next - Buddy up with each other? Support Group?
How do you want to take your learning forward?
Delegatesalso have access to a course web page containing
- Handouts used during the course
- New supportive material
- Impact Factory PDF documents
- Recommended reading
- Links to our favourite videos
- Photos of the day
to help further their progress.
Coaching and Mentoring Course
Book this course
Freephone: 0808 1234 909
- Asma MansuriAsma is adept at delivering training programmes in different aspects of leadership and management.
- Janet AddisonJanet employs her love of people and what makes them tick to support their development in a way that's fun, useful and truly unique
- Sarah DawrantSarah has warmth, humour, a quick mind and unlimited passion to help people develop by stretching their comfort zones.
Attend this Coaching and Mentoring Course risk-free
We are so confident in our trainers and the quality of our Coaching ang Mentoring Course that we guarantee it will make an impact.
If you attend this training and believe you have not benefited, let us know and we can arrange a refund or a free placement on a more suitable course.
Training Course Accreditation
To ensure that the courses you attend are of the highest quality, offering the best professional tuition possible,
all our Open Courses are evaluated and accredited.
This accredited course is suitable for corporate and public sector Continuing Professional Development Plans and Portfolios.