Mentoring & Coaching

Objectives

Every effective leader is inevitably also a mentor and a coach, whereby, his or her role is to raise the competency levels of others. This programme teaches you:

i. To have clear understanding of the role of a mentor and coach.

ii. To adopt an effective and structured process to make mentoring and coaching processes effective.

iii. Vital human relations skills to build a strong mentor-mentee relationship.

 

Who Should Attend

Managers, Supervisors, or Team Leaders who have difficulty realising the full potential of their diverse teams.

 

Course Description

Developing others does not happen automatically. It is an intentional process whereby a leader consciously mentors and coaches those within his or her circle of influence. This programme is designed to develop your mentoring and coaching skills so that you become a vehicle for developing your company’s resources to achieve their full potential.

 

Duration

1-2 Days

 

Course Outline

MODULE LEARNING OBJECTIVES
Defining Mentoring & Understanding The Mentors’ Role • Understanding different aspects of mentoring

• Understanding what mentoring is not

• Different roles that mentors play

Why Leaders Do Not Mentor? • Understanding reasons behind why leaders are reluctant to mentor others

• Exposing fear, insecurity, pride and lack of competency

• Expounding on the benefits of a successful mentoring culture within an organisation

The 8 Steps Coaching Process Discovering 8 process steps to structure a coaching relationship to ensure success
Step 1: Discover the Opportunity • Learning to identify opportunities and gaps that require coaching and mentoring

• Understanding the Johari window and how it presents opportunities for coaching

• Learning to select the right mentee

Step 2: Define the Mentoring Relationship • Understanding the different types of mentoring relationships

• Learning how to scope and obtain agreement with a mentee

Step 3: Agree On the End Results • Identifying current reality vs end results

• Learning to define competency gaps

• Setting time frames

• Creating win-win relationships

Step 4: Establish the Right Mind-Set/ Mentoring–Coachin Form • Learning principles that will set the right attitude for the mentee

• Understanding the power of motivation and how to provide it for the mentee

• Keeping mentees and mentors accountable through a formal process

• Learning how to engage in the first mentor-mentee conversation

Step 5: Provide Resources • Understanding the need to provide critical resources to make the coaching relationship work

• Identifying types of resources that are needed

Step 6: Practice & Competency Development • Understanding how competency is developed

• Learning principles of effective coaching

• Role playing the coaching environment

Step 7: Provide Feedback • Learning the need of giving timely feedback

• Learning the differences and consequences between positive and constructive feedback

• Learning to overcome non-performance

Step 8: Recognition and Reward • Understanding the power of recognition in the mentoring process

• Learning the different kinds of recognition (formal and informal)

• Learning how to deliver effective recognitions that build trust and motivation

Qualities of an Influential Mentor Learning 15 qualities that the mentor needs to embrace in order to be effective
Why Mentoring Initiatives Fail Understanding the dynamics that are needed to make the mentoring process and relationship work