Accredited
Duration: 3 Days
Time: 8:30am-4:00pm
There are many over-lapping skills between Coaching and Mentoring but there also differences.
“Coaching is a process that enables learning and development to occur and thus performance to improve. To be a successful Coach requires knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place.” - Eric Parsloe, The Manager as Coach and Mentor
“Mentoring is off-line (more informal) help by one person to another in making significant transitions in knowledge, work or thinking.” (traditionally longer term and more informal when compared to Coaching)
Clutterbuck, D. & Megginson, D, Mentoring Executives and Directors
WHO SHOULD ATTEND
- All persons who need to mentor a colleague to enhance the individual’s knowledge, skills, values and attitudes in a career path
- Skills Development Facilitators, Supervisors, Team Leaders, Line Managers and people involved in Human Resource Management
- Although the course is geared towards more senior managers who need to coach and mentor first-line managers, the course can be very beneficial to all Management levels
- It is not recommended for supervisors or junior managers who do not have appropriate experience or a tertiary qualification
HOW YOU WILL BENEFIT
- Differentiate between Coaching and Mentoring
- Learn the skills required of an effective coach and a generally accepted methodology
- Develop an appropriate coaching plan for your staff and particular situation
- Implement structured coaching sessions and use various recognised techniques in your coaching sessions
- Improve employee performance and morale through skills transfer
- Monitor and provide regular feedback on progress
- Learn the skills required of an effective mentor
- Learn a generally accepted methodology of applying these mentoring skills in a work environment and personal development context
WHAT WILL BE COVERED
- Selecting and recruiting first line managers
- Definitions and recognised techniques associated with coaching and mentoring
- Formal coaching plans and processes that are recommended and widely used
- Planning and preparing for Coaching and the importance of working according to the plan
- Record keeping and monitoring progress
- Providing structured and regular feedback
- Taking corrective action as appropriate
- The difference between mentoring, coaching, counselling and training
- The roles and responsibilities of the mentor and employee to be mentored
- The written contract
- Boundaries in a mentorship relationship
- Mentoring Pitfalls
- Protégé Pitfalls
- The importance of communication in the mentoring process
- Models of mentoring
- The importance of knowledge in mentoring
- Applying the skills and techniques required of a mentor