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