COACHING AND MENTORING

“Firms are beginning to realize that the only thing that can sustain corporate innovation, sustain high levels of customer satisfaction and generally differentiate one firm from the next is the quality of its work force.”
Sukhwant Bal

Overall Objectives

To ensure that when this workshop ends, you have the personal insight, flexibility and range of skills and tools to vary your own behaviour to effectively coach and mentor your staff towards sustained excellence in day-to-day performance.

Specific Objectives

• Learn how to vary your style to accurately match the readiness level of your coachee.
• Learn how to motivate the coachee to put together his/her own development plan and stick to it.
• Understand what practical support you as a coach must provide and learn how to apply it.
• Understand the skills development act and learn how you practically are obliged to respond to it
• Learn how to diagnose the coachees’ readiness levels.
• Learn to delegate tasks effectively.
• Learn how to structure tasks effectively.
• Learn how to give positive and negative feedback constructively.
• Learn how to identify and use the coachee’s motivational triggers.
• Learn how to draw up development plans.
• Learn to use the interpersonal skills and competencies of an effective coach.

Content

• Define what coaching is
• Understand how the coaching process works
• Define the characteristics of effective coach
• Establish how to build commitment in employees
• Develop effective coaching behaviours
• Conduct an effective coaching session with staff
• Apply Kolbe’s learning styles to your coaching approach
• Implementing practical and sustainable development plans
• Monitoring progress and providing interim feedback in progress
• Situational leadership
• Learning styles

Outcomes

Delegates will be able to;

• Have an increased sense of confidence and knowledge in their roles as staff coaches.

• Establish a coaching relationship with each of the staff no matter their level of competence.

• Be able to effectively diagnose and negotiate each staff’s level of development and agree to a plan of action.

• Able to apply a coaching model to each situation with competence, flexibility and own unique style.

• Use a easy to use and understood diagnostic tools like situational leadership and Kolbe’s learning style to position staff needs and vary own approach to meet those needs.

• Design and implement a practical and sustainable development plan which produce results.

Target Audience

Supervisors, Managers, Product Leaders and anyone else who relies on results through others.

Methodology

• Pre-reading
• Lecturettes
• Video
• Small and large group discussions
• Telephone Coaching
• Skills Practice (Practical Assessment)
• Theoretical Assessment (Theory Assessment)

Duration

2 days: 08h00 – 17h00

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