Course Info
Code IND08-102
Duration 5 Days
Format Classroom
Course Summary
Within any organisation, there is always room for improvement for individuals and teams. Productivity can lessen as organisational demands develop and employees aren’t equipped to keep on top of their roles, or new hires may be lacking the complete skillset necessary to engage in their role. Coaching and mentoring is the ideal process of tackling these issues and improving organisational functions.
Coaching and mentoring are the processes of teaching individuals within the workplace or helping them to develop existing skills. The overall goal of coaching can influence each stage and the intensity needed to achieve that goal. Before conducting any level of coaching or mentoring, there should be an understanding of the target individual and how they best learn. Engaging with an employee in a way they understand will guarantee they will be much more receptive to any level of coaching.
To ensure coaching is successful, the ones conducting the coaching should be regularly monitoring the employee’s performance to ensure they are taking onboard the new knowledge and developing the skills as expected. If performance does not improve, it can indicate that the type of coaching is not working and the methods may need to be adjusted.
During this course, you’ll learn:
To understand the importance of effective coaching and mentoring within an organisation.
To recognise the consequences of providing poor coaching, or lacking coaching as a whole.
To explore various methods and techniques to aid in coaching and development.
To assess an individual and identify ideal coaching methods that would be best suited for them.
To comprehend the importance of effective communication when it comes to coaching and mentoring.
To explain different mentoring strategies and their advantages and disadvantages.
To provide rewards and incentives to further encourage personal development.
This course is designed for anyone within an organisation who is responsible for coaching and mentoring employees. It would be most beneficial for:
Operations Managers
HR Personnel
Heads of Departments
Coaching and Development Managers
Management Analysts
Regional Managers
Headteachers
This course uses a variety of adult learning styles to aid full understanding and comprehension. Participants will review real-world examples of coaching and mentoring strategies to highlight methods that have led to success and possible areas of improvement.
They will have the opportunity to partake in a variety of learning methods, such as presentations, video materials, open discussions, and role-playing activities. This collection of learning methods, particularly the group activities, will ensure the participants are able to fully develop a full understanding of the taught content and related skills. Engaging with group activities also allows them to demonstrate their skills and receive constructive feedback from peers.
Course Content & Outline
Section 1
Fundamentals of Coaching and Mentoring
Understanding the importance of coaching and mentoring within education.
Identifying how a lack of coaching can negatively impact an individual’s and the organisation’s overall performance.
Investigating an individual to gain an understanding of their ideal learning methods and weaknesses and provide coaching in the most effective manner.
Encouraging a working environment to be open to change and skill development.
Section 2
Communication
The importance of effective communication when it comes to coaching and mentoring.
Using language and tone to communicate issues and faults in a constructive and kind way.
Avoiding harsh words and tones when attempting to encourage improvement.
Providing verbal coaching and mentoring for minor issues before progressing onto more intense and time confusing coaching.
Section 3
Measuring Performance
Regularly measuring department and individual performance to identify potential areas for improvement.
Evaluating the problem and exploring whether coaching would resolve it.
Approaching the relevant individuals and creating an improvement plan.
Measuring performance alongside the coaching and mentoring sessions to assess improvement.
Analysing total improvement once initial coaching is completed and providing further opportunities for development if necessary.
Section 4
Encouraging Teamwork
Providing coaching for groups or teams if there is a collective weakness.
Exploring mentoring methods that ideally work within a group setting.
Maximise productivity by creating a team whose skills balance with one another while coaching is undergoing.
Identifying the individual most receptive to coaching and encouraging them to help others develop.
Section 5
Strategies for Coaching and Mentoring
Examining various methods used for coaching and mentoring individuals and groups.
Explaining the benefits and limitations of the different coaching methods.
Identifying the ideal situations to use each method, and what methods work well alongside others.
How methods may vary depending on the individual and coaching subject.
Offering rewards and incentives for those engaging with coaching.
10 Essential Tips for Effective Feedback and Coaching in the Workplace
In this blog post, we delve into the importance of effective feedback and coaching to empower employee growth. Discover essential questions, ten valuable tips, and methods to measure learning effectiveness.
In this blog post, we delve into the importance of effective feedback and coaching to empower employee growth. Discover essential questions, ten valuable tips, and methods to measure learning effectiveness.
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