OTSCM001 - COACHING & MENTORING - Management

Coaching

Workshop duration: 3 days

Workshop size: 15 participants

Target audience: Managers requiring coaching skills

Overview

Coaching   involves unlocking a person’s potential to maximize their own performance. It   is about helping them to learn rather than teaching them. Coaching means improving performance at   work by turning things people do into learning situations, in a planned way   and under guidance.

By   practising all the competencies required to apply the GROW model,   participants will be in a position to demonstrate the key principles and   practices of effective coaching.  The   GROW model was developed out of the Inner Game Theory produced by Timothy   Gallwey. As a tennis coach, Gallwey   realised that some of the coaching techniques he was using were simply   ineffective no matter how much he repeated them or used them on different   people. He realised that just telling  people what to do was not enough and over time they either did not pay as   much attention or forgot his advice. The GROW model was design to overcome this challenge.

Imagine   if you had a goal to get to the top of the mountain peak. You set this as   your goal, which is the first step of the GROW model. Now, before you can get to the goal, you   need to examine where you are, what tools and resources you have with you and   basically do a reality check. Next,   having checked your reality, you may come across some obstacles. Of course,   if you didn’t have obstacles, you don’t need any coaching. With obstacles   comes options. You should consider different ways of overcoming these   obstacles. The final step is to draw   up your plan a way forward and sequence your actions which would get you from   here to your goal.

Objectives

By the end of this   course successful participants will be able to:

· Identify when coaching is the best solution

· Identify coaching and development needs and implement appropriate   solutions

· Recognise and remove the obstacles to successful coaching

· Use a model to plan, prepare and structure a coaching session

· Give feedback for performance improvement

· Measure the effectiveness and impact of coaching sessions

Training techniques

A variety of training   techniques will be used including:

· Experiential   learning

· Case studies

· Group learning and   discussion

· Collaborative and   competitive tasks

· Training videos

· Role plays and   simulations

Resources

Participants will each receive the following   materials:

· Course workbook

· Recommended   resources

· Handouts

· Document templates

· Checklists

· Action plan

Course content

Different types of   development

· Coaching

· Mentoring

· Counselling

· Training

· When coaching is the best solution

Coaching concepts

· Definitions

· Coaching as a powerful management tool

· Identifying situations where coaching is appropriate

· The benefits of coaching

· The five golden rules

Understanding   learning and development

· How adults learn

· The learning cycle

· Stages of learning

· Learning styles

· The skill-will matrix

· Motivation to learn

Essential   communication skills

· Active listening

· Questioning skills

· Empathy

· Building awareness and responsibility

· Feedback

Coaching with   structure

· Defining the needs: the coaching plan

· Controlling and optimising expectations

· Enhancing your plan for future sessions

The GROW model

· The inner game

· Goals

· Reality

· Options and obstacles

· Way forward

Mentoring   Skills

Workshop duration: 2 days

Workshop size: 15 participants

Target audience: All staff

Overview

Mentoring is a   learning relationship between two people. The mentor helps the mentee to realise their potential and achieve   their career goals. Mentoring   relationships work best when they move beyond the directive approach of a   senior colleague ‘telling it how it is’, to one where both learn from each   other. An effective mentoring relationship is a learning opportunity for both   parties.

Mentors have a lot   to gain from the mentoring relationship. The opportunity to teach or advise others can increase the mentor's   confidence and own job satisfaction. The mentor is required to listen to the concerns of the employee and   may develop a better understanding of employee issues and stronger   communication skills. If the mentor is   a supervisor, mentoring can improve her supervisory skills. Even if a mentored employee leaves the   company, the mentor and mentee may maintain a professional connection. This may expand the mentor's reputation and   connections.

This training will help mentors understand the basic concept of   mentoring, the mentoring process within an organisation, and the various   aspects of the partnership which must be created and maintained throughout   the mentoring period. By the end of   this workshop, participants will have the skills and knowledge required to   plan, execute, and evaluate a mentoring scheme.

Objectives

By the end of this   course successful participants will be able to:

· Describe what mentoring is, and what it is not

· Use a framework to implement mentoring

· Design, develop and promote a mentoring plan

· Give behavioural and developmental feedback

· Communicate effectively

. Actively engage mentees

Training techniques

A variety of   training techniques will be used including:

· Experiential   learning

· Case studies

· Group learning and   discussion

· Individual   challenges

· Collaborative and   competitive tasks

· Training videos

· Role plays and   simulations

Resources

Participants will each receive the following   materials:

· Course workbook

· Recommended   resources

· Handouts

· Document templates

· Checklists

Course   content

Initiating the   mentoring programme

• Defining the roles of a mentor and mentee
• The benefits of mentoring
• Preparing for the role
• The mentoring agreement
• Needs, wants and expectations

The mentoring   programme

• Scheme design, development and promotion
• Setting and managing expectations
• Keeping momentum
• Relationship dimensions – maintaining a positive relationship

The mentoring   process

• Development goals and activities
• The three-stage model:
  • Exploration
  • Understanding
  • Action planning

Learning and   motivation

· Learning styles

• The learning cycle – learning styles and preferences
• The six human needs
• Maintaining motivation

Communication   skills

• Building rapport
• Questioning and listening skills
• Giving and receiving feedback constructively and honestly

· Methods of communication for effective mentoring