Coaching can be a game changer for employee retention, productivity, efficiency, effectiveness, as well as for preparing mid-level managers for top leadership positions.
As pressure on today’s managers continues to grow, getting the very best out people becomes even more critical. Coaching is a cost-effective form of employee development.
But what is observed in many situations is unstructured coaching arising from poor understanding of or skills in the coaching process.
By the end of this training, participants will:
- Be able to identify strengths and weaknesses in specific coaching styles
- Be able to influence employee job performance using the model for effective coaching meetings
- Measure progress by comparing skills after training to those before taking an assessment
- Be able to describe the attitudes and skills which underpin good coaching and be able to apply them
- Be able to confidently adopt a more effective style of management
- Be able to develop motivated teams which take more responsibility for and relish involvement in team objectives.
- Definition of Coaching
- Success factors in coaching
- Benefits of coaching
- Competencies of an effective coach.
• The different coaching models
• What is Mentoring?
• Mentoring and Coaching – the Differences
• The Four Types of Mentoring
- Development mentoring
- Sponsorship mentoring
- Executive mentoring
- Reverse mentoring
• Why Mentoring and Why Now?
• Uses of Mentoring
- Career development
- Dealing with change
- Establishing values
• Benefits of Mentoring
- For the Mentee
- For the Mentor
- For the Organisation
• Mentoring and Counseling.
The Coaching Process
• Coaching through Improved Communication and Participation
• Coaching by Providing Clear Direction
• On-the-job Coaching
- Building the employee’s self esteem
- Steps to coaching on the job
• Removing barriers to performance
- Warning signals
- Steps to address performance problems.
• Developmental Feedback
The Mentoring Process
• Electing to be a Mentor
o Personal qualities
• Finding a Mentee
• Mentees Expectations
- The challenge
- The responsibility
- The confidence
• Identifying Areas for Development
• The 3-Stage Model
- New understanding
- Action planning
• Facilitating Learning
• The Learning Cycle.
Working Together for Success
• Relationship Dimensions
• Maintaining the Relationship
- Mentor’s role
- Mentee’s role
• Critical Success Factors
- Establishing corporate purpose
- Designing the scheme
• Evaluating the Results in the Organisation
- Mentoring supervision and support
- Things that can be counted
- Things that cannot be counted.
Note: Available as Classroom Training as Well as Online Training