Programme Overview

The development and “bringing on” of others has always been an integral and critical part of the manager’s role and many organisations have successfully developed coaching roles for experienced peers.  Day to day coaching within teams in the workplace complement previous structured learning, the continuing and future success of any organisation depends on its managers’ abilities to grow the next generation and never more than in today’s FRS. 

Coaching and Mentoring forms the two ends of a continuum  of skill-sets, from the directive “let me show you how to…” to the non-directive response which guides a learner at his/her own request to explore and resolve issues using personal initiative.

Objectives

Participants will learn how to:

• Distinguish between the skill-sets of Coaching and Mentoring and recognise when each is appropriate to apply
• Describe the steps of the Development Cycle and develop tools and recipes for each stage
• Recognise, pin-point and formulate a development need, using both directive and non-directive approaches
• Use a step-by-step, practical tool to clarify development outcomes and write a development plan
• Apply one or more Coaching formats, G.R.O.W, S.T.E.E.R etc, as a structure for the coaching session
• Develop key questions to stimulate learner’s thinking and self direction
• Give constructive feedback to further enhance learning development
• Apply key skill-sets in a highly non-directive approach to Mentoring
• Use deep-level questioning (Metamodels, Metaprogramms) to establish verbal and non-verbal rapport and learner understanding
• Use backtrack listening techniques