Description

Training material on coaching and mentoring skills by Oak Innovation

Are you struggling to find content on coaching and mentoring for your training course? Do you find yourself wondering what detail should you include and what content should be left out? Do you think about what your audience needs to know and worry that you offer them everything that they’ll need? Do you ask yourself where you are going to get the time to put this content together?

Whether you’re looking for a little bit detail to update existing courses or you seek entirely laid out content to deliver a one-day course on coaching and mentoring, you’ve landed in the right place. You can get pre-written and 100% customizable training material that you can use to deliver your courses.

Read on for some specific detail on what you will receive to give your courses extra value and how you can use this material.

Meet the needs of your audience

Most of us are cautious about coaching and mentoring. If we’re not, we certainly know people who are. It most likely that we just worry about people seeing us for who we are and even that we could be exposing ourselves for someone else to judge us. Many will ask, “Is it right that we are so worried? and “Is this fear justified?’

Let’s face a basic fact – your audience is going to feel a lot like this when entering your course. Almost regardless of the course setting, you can use this content to train your audience about coaching and mentoring within companies. And, your audience will learn the steps that are required for these efforts to be successful.

We encourage you also to integrate your own practical experiences. From these experiences, you’ll be able to share insights that other courses won’t offer. Encourage your audience also to explore and discuss the content provided, particularly how it relates to their current roles and by creating a safe space for them to learn.

Let’s explore the training material in more detail and how it can be delivered.

Target audience

The Coaching and Mentoring Skills training program will primarily address the needs of new managers, supervisors, human resource professionals, owner-managers, and senior business executives looking to develop and enhance their coaching and mentoring skills.

Course objectives

Your audience will learn that coaching improves performance. Also, they will learn to target specific goals. All, by using training and direction. Plus, guidance.

Finally, teach your participants to create SMART goals. And, how to plan a mentoring program.

Upon completion of this course in coaching and mentoring skills, your participants will be able to:

• Understand coaching & mentoring programs.
• Identify opportunities for coaching & mentoring.
• Introduce coaching & mentoring programs.
• Understand the benefits involved.

These corporate training course materials on Coaching and Mentoring are 100% customizable. So, you can personalize the delivery experience by adding your logos.

What you get

]You will instantly receive the following training course materials to deliver your coaching and mentoring training courses:

• 20-page facilitator manual
• 60-page participant manual
• 70 powerpoint slides
• Practical exercises
• Further reading
• Course evaluation form
• Action plan

You will also receive the following free training guides:

• Training icebreakers
• How to select training materials
• Training games
• How to increase participation
• Learn to improve your questioning skills
• How to improve your listening skills
• Learn how to deal with difficult people
• How to evaluate training courses

Bonus course materials available

As a bonus, you will also get a range of free handouts and templates that you can also give to those attending your class. These are also ideal for anyone starting in the area of coaching and mentoring. Templates include:

• A guide to setting objectives
• Client agreement form
• Mentoring agreement form
• Client profile form 1 & 2
• Client evaluation form 1 & 2
• Call record sheet
• Coaching versus mentoring
• Creating my plan form
• Formal versus informal mentoring
• How we react to change handout
• Session record sheet
• “What is important” form
• “When I achieve” form
• Mentoring review sheet

Course overview

Coaching – Over the last few years, there has been considerable debate on the value of coaching and mentoring programs within organizations. In particular, whether to source these skills from the outside or to develop them within the company.

Although any answer or solution will be very much dependent on the organization in question, use this course content to focus on practical ways by which coaching and mentoring can be employed effectively to benefit the achievement of organizational objectives. Helping your audience to recognize what coaching is, is the first step. Without building this awareness, your audience understanding of the primary characteristics of coaches won’t ever be complete.

In the global backdrop of creating organizational efficiencies, you can also use the content to demonstrate that by developing programs from internal resources that it will ensure that they are cost-sensitive in their delivery. The course starts by exploring what is coaching. Next, use the content to examine the primary characteristics of coaches. Your audience will learn that excellent coaches get the balance right and apply themselves in a fashion that, to outside observers, would seem to be seamless and deliberate. Use the content to help your audience understand that this skill often comes from an innate talent and well-trained background.

The type of coaching chosen (e.g., executive, performance, skills, and personal or life coaching) is dependent upon the context in which the coaching will take place and the form of influence (Directive and Non-Directive) that the coach is adopting. Use the content provided to explore the trade-off between the work completed by the coach and the coachee. Also, use the material to examine the push or pull styles of coaching on offer. Be sure to take your time as you use the content to share six ways to start coaching and the GROW Model for coaching.

During this critical section, we suggest that you share your perspectives on coaching within companies and various settings. Your experiences and reflections will make the content more meaningful to your audience. And, to put it simply, this form of storytelling will help your audience to get the maximum benefit from the material presented.

Mentoring – When you’ve spent your entire life working or thinking a certain way, you start to reassure yourself that that’s the way it is. You tell yourself that this is how I do things, and perhaps that if others could see you, they would recognize your talents or failings. Then, someone suggests that you should be a mentor or indeed that you would benefit from having a mentor. Somewhat unnerving. Well, that’s more than likely how your audience may feel about mentoring initiatives.

On a practical level, use the content provided to explore the world of mentoring and understand the use of mentoring within all organizations. And, by exploring the two primary forms of mentoring – Informal and Formal Mentoring.

Help your audience to understand that as the names suggest, the type of mentoring approach applied owes much to their characteristics and the ways that they are delivered. We have included a handout that you can also provide to your course participants (see below for a list of bonus handouts provided with this course).

Let’s explore the two types of mentors that operate within organizations. This discussion will give you a sense of how you can discuss these mentoring roles with your audience.

The Role Model in an organization tends to be a senior individual who has “been there, seen it, and has done that.” They can pass on the benefit of their experience of what works. And, the mentor can share what doesn’t work for the organization across different situations. They are good listeners developed over an extended service. As role models, these mentors tend to be very well connected and able to introduce the person to new sources of information, skills, and resources, both inside and outside their organization.

Next, you can use the content to discuss the role of facilitative mentors that operate at a more focused level than that of a role model with a company. To illustrate, they assist the mentee in exploring their concerns, bolstering their self-awareness, and developing positive strategies to interact with key stakeholders within the organization. The facilitative mentor also helps to reinforce and build the mentee’s confidence through greater self-awareness and understanding.

You can then use the content to explore the relevant characteristics and how to plan a program. The course ends by discussing obstacles, documentation, and the different types of models that exist.

A great way to connect with your audience during this section is to incorporate some group discussion and, if possible industry-specific examples. This form of shared storytelling is essential.

Use the content to also share five simple mentoring models that your audience can choose to employ. These are:

• One-on-one
• Resource-based
• Training based
• Mentoring circles
• Combinations of the above

Sharing mentoring success stories with your audience also magnifies their learning. Encourage them to ask the right questions of coaching and mentoring initiatives and make sure that they understand the answers.

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Helen Elizabeth Seminars and Coaching
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