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