Coaching and Mentoring Course Contents
We tailor all our courses to reflect the needs of the delegates on the day.
We will 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 people.
You can't tell people what you want them to do and expect they'll do it.
You need to coach to get the best out of each individual.
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 you 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 practice 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) 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?
Relationships that provide the backbone to a good coaching/mentoring relationship are built on trust and mutual cooperation.
Wanting the mentee to succeed requires a generous and positive spirit.
Success depends on this attitude being present.
Catch people doing things right and praise and acknowledge their actions and achievements
Giving and receiving feedback is a skill that can make or break the relationship.
Agreements need to be established as to confidentiality within the relationship.
Establishing these agreements from the start will help establish a relationship of trust and facilitate the mentoring process for both parties.
These exercises help with a whole variety of issues:
- Gaining confidence
- Feeling and behaving as a Coach/Mentor
- Communicating upwards and downwards
- Not being manipulated
- Setting clear boundaries for others
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 our idea of what is 'right' or 'wrong.'
Awareness of what you are feeding and why is the key to being an effective mentor.
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 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.
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
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.
Hints and Tips
Hints and tips to provide guidelines and best practise for mentors.
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?
We will give out Impact Factory documents to support the course.
You'll get copies relevant hand-outs to remind you of the coursework.
Two weeks after the course one of your trainers will call to see how you are getting on.
You will have email and telephone access to both of your trainers.
You'll also 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
Coaching and Mentoring Course