Coaching and Mentoring

5 May

A key challenge for many managers is the delivery of coaching support in a way that motivates improved performance. This course looks at coaching & mentoring within a range of intervention styles from training through to disciplinary procedures.

The course is designed to help managers address and coach those performance issues that are preventing staff from achieving their potential. It focuses on how to identify the performance or behavioural issue involved and address it in a useful and well-judged way. The coaching element focuses on the need to motivate and support performance going forward. (Please note that this course is not designed for those instances when performance or behaviour is regarded as seriously inadequate.)

The role of mentor uses many of the same techniques, most notably the GROW model. However, mentoring looks beyond the daily tasks (the preserve of coaching) to career challenges and the making of key transitions. For example, these can include moving from staff member to manager or returning to work following a career break.

The course is highly interactive and involves numerous exercises and role-plays. These are based on typical workplace situations which allow people to practice their skills.

Learning Objectives

By the end of the programme, delegates will be able to:

Identify and classify areas for performance development (knowledge, skills and behaviour)
Define the range of responses to assist in people development and select the most appropriate approach to take
Create the right environment for honest feedback and coaching (location, timing and ice-breaking)
Use appropriate interpersonal communication skills (active listening; questioning techniques, non verbal communication)
Give developmental feedback using a range of tools that avoid defensiveness
Deal with common obstacles to effective coaching and feedback (age, culture and knowledge differences; existing relationships; personality types)
Motivate and coach future performance by focusing on goals and the actions needed to achieve them (using the GROW model)
Identify when mentoring is more appropriate and who is the right person to provide mentoring support