Master the Ability to Coach and Mentor - Help your people to exceed their own expectations!
This course is for people wishing to develop their coaching or mentoring skills at any level of business.
We aim to give you clear insight and understanding of 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 to find the solutions for themselves.
- Provide Highly Effective Coaching Skills
- Skills You Can Use Immediately
- Listening and Responding Skills
- Motivating and Guiding
- Giving Effective Feedback
- Dealing with Confidence Issues
- Professional and Personal Development
- 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
“A very different approach to training to those I've been used to and for me it was much better than the traditional classroom-based learning I've done in the past".
Jeremy Elson - Burton Safes
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.
Today you'll get some highly effective coaching skills you will be able to use immediately.
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 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) 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?
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
Book this course
Freephone: 0808 1234 909
The Coaching and Mentoring Course - Impact Factory team:
- 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.
- Sheila Neville'I am both pleased and proud to be involved with a company delivering high-quality training to people who intend to achieve above and beyond their existing capabilities.'
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.