The ability to raise the performance of your staff and seek long-term goals for them to work toward is an important element of being a good manager. Through coaching, you can develop staff to take on more responsibility and give yourself more time to get on with the job of managing. This course has been developed to provide participants with an understanding of the value of good coaching and mentoring skills in achieving organizational and personal capability improvement.

Participants learn about helping others to achieve their full potential. From defining performance targets to supporting staff as they progress, this course shows how to motivate others to develop themselves, promote initiative and self-responsibility. You also learn how to adapt your coaching style to suit both teams and individuals, use delegation as a coaching tool, overcome negative attitudes, and increase your effectiveness as a role model and confidant.

Topics Covered

Understanding coaching & mentoring Explore coaching fundamentals, including six basic stages of coaching in long-term staff development.		Selecting a coaching style Adopt a coaching style most appropriate for the coachee’s emotional intelligence and to the objective of coaching.
Initiating coaching & mentoring Criteria and framework for a coaching and mentoring program to achieve mutual understanding and goals.		Creating new perspectives Identify frames to help individuals foster creativity, solve problems, and frame helpful perspectives.
Making coaching & mentoring work Overcome barriers by handling mistrust, dealing with misconceptions, and overcoming reluctance.		Dealing with organizational barriers Identify old attitudes and learn techniques for overcoming them through education, example, and persistence.
Refining coaching and mentoring Use the GROW model to ensure that mentorees share in the work of defining goals and assume responsibility for tasks.		Coaching through delegation Identify performance targets for the next level of achievement, delegate projects, and hand over responsibility.

Expected Outcomes

• Appreciate the value of adopting a “joint venture” approach to capability development.
• Distinguish the phases of coaching and mentoring relationships.
• Requirements for an organizational framework to promote continuous capability development.
• Cultivate self-reliance to achieve high performance.
• Promote a personal development culture focusing on the person, rather than just the skills.

Core Learning and Development Competencies

This course has been designed to support the development of the following core competency areas identified to facilitate individual and organizational success:

• Motivating and directing others
• Promoting initiative and self-responsibility
• Leading through delegation

Who Should Attend

• Business Owners
• Supervisors
• Team Leaders
• Managers
• Anyone who manages personnel or who contributes to mentoring an individual’s capability development in the workplace.

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