Save time and effort

You can now present your own courses on coaching and mentoring skills.

And, you no longer need to create everything from scratch.
You save time and effort.

And, you instantly reap the benefits of these training course materials.

In particular, this coaching and mentoring skills training course targets the challenges faced by new managers, supervisors, human resource professionals, owner-managers, and senior business executives looking to develop and enhance their coaching and mentoring skills.

What you’ll get

If you are looking for content to present your own business training course on coaching and mentoring skills, this is the course material for you. And, you don’t have to be an experienced business trainer to get results like a pro.

What you’ll get:

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

Learning objectives

At the end of this training course your participants will be able to:

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

Course outline

In an effort to provide you with as much value as possible, we’re going to show you to deliver this training course on coaching and mentoring skills.

We’ve broken the content down into 5 key steps.

1. A quick introduction to the world of coaching

Deliver this pre-written Powerpoint presentation slide decks, practical participant manuals, and handouts so your audience can develop their coaching and mentoring skills.

And, when you help people imagine what it would be like to be participating in a coaching or mentoring initiative, it will make them feel more connected. They’ll develop more understanding. And, they’ll build more practical skills.

To dive deeper into the world of coaching skills, use the course content to:

1. Focus on practical ways to employ coaching and mentoring skills.
2. Help your audience to understand what coaching is.
3. Discuss the benefits developing programs from internal resources.
4. Explore what is coaching.
5. Examine the primary characteristics of coaches.

2. Different types of coaching that you can use

Focusing on the needs of your audience, making your content as enticing as possible, connecting to their pain points, sharing personal experiences – are all the benefits that go towards building trust with your audience.

When your audience sees and recognizes that you can help them, they will learn that the type of coaching required (e.g., executive, performance, skills, and personal or life coaching) is dependent upon:

• The context in which the coaching will take place.
• The form of influence (Directive and Non-Directive) that the coach is adopting.

The secret is to use the content to:

• Explore the trade-off between the work completed by the coach and the coachee.
• Examine the push or pull styles of coaching on offer.
• Share six ways to start coaching and the GROW Model for coaching.

During this critical section, we suggest that you share your own perspectives on coaching within various settings. Your experiences and reflections will make the content more meaningful.

3. Help you audience better understand mentoring initiatives

Think for a minute…

What do most people see mentoring as representing?

For example, do you use mentoring in your own life?

Or is mentoring something that just happens as work?

Do some people view mentoring as similar to coaching?

But, on a practical level, you can use the content provided to:

• Explore the world of mentoring.
• Discuss the use of mentoring within all organizations.
• Compare the two primary forms of mentoring: Informal and Formal Mentoring.

We have included a range of free coaching and mentoring material that you can also provide to your course participants:

1. A guide to setting objectives.
2. Client agreement form.
3. Mentoring agreement form.
4. Client profile form 1 & 2.
5. Client evaluation form 1 & 2.
6. Call record sheet.
7. Coaching versus mentoring.
8. Creating my plan form.
9. Formal versus informal mentoring.
10. How we react to change handout.
11. Session record sheet.
12. “What is important” form.
13. “When I achieve” form.
14. Mentoring review sheet.

4. Focus on two types of mentors

Excellent presentations start with knowing who your audience is. If you don’t know their pain points, desires, aspirations, and goals for attending this course, it will make it difficult to connect with them. To illustrate:

What problem is your audience struggling with?

And, how does that make them feel about mentoring initiatives?

Offering practical examples will help you connect and explore the two main types of mentors that are used within organizations. It’s crucial for them to understand the difference.

• The Role Model in an organization tends to be a senior individual who has “been there, seen it, and has done that.” They will pass on the benefit of their experience of what works. The mentor can also share what doesn’t work for the organization across different situations. In general, these individuals are good listeners. 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.

Back up these discussions by using the content to:

• Explore the relevant mentor characteristics.
• Discuss how to plan a mentoring program.
• Outline obstacles, documentation, and the different types of mentoring models that exist.

5. Practice using five simple mentoring models

How do you keep your audience engaged?

Well, the best way to do this is to provide them with skills that will make their life easier.

Use the content to discuss five practical mentoring models:

1. One-on-one.
2. Resource-based.
3. Training based.
4. Mentoring circles.
5. Combinations of the above.

Including personal stories in your presentation will generate greater understanding for your audience. In other words, they’ll relate more to the content.

Order this training course material on coaching and mentoring skills now!

$79.00Add to cart

Find out more

Bonus: Free expert training guides

Starting today, with all Oak Innovation training course products, you’ll receive eight free training guides that will help you add extra value to your training courses.

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

Did you know …?

Did you know that we link our course development process with Google’s dynamic “people also ask” search feature?

That way, you get content that is always practical and relevant.

Here are the top searches that we’re seeing people asking about coaching and mentoring skills:

1. What is coaching and mentoring training?
2. What type of coaching is most effective?
3. What are coaching skills?
4. What qualities make a great coach?
5. How can I improve my coaching and mentoring skills?
6. What are the 3 main coaching styles?
7. Do I need a coach or a mentor?
8. What is effective mentoring?
9. What are the qualities of a good mentor?
10. What makes a mentorship successful?

What our customers say

During the early days of HRD Gateway, a 40,000-member international NGO dedicated to excellence in HRD/HRM, I got to know Oak Innovation and its courseware. I become one of his early customers. I had clients in Asia who wanted training in certain areas. Instead of searching through the net for material, I logged onto his site, found what I wanted, bought his programs, and customized them to suit my client’s requirements. The process saved me a lot of time. Later, I bought the Oak full set of courses. Over the years, I saw Oak grow from a small operation to what it is today. That takes dedication and focus. Because they allowed me to download updates and new versions of the courseware, I found I did not have to go to another provider for my raw material.

GK Lim, President, HRD Gateway International

Time is money — we all know that. And as coaches, our billable time is worth a lot of money, but program development time is not. For a once-off cost per training pack, you’ve saved coaches countless hours of program development time. Plus, because of the high quality of your materials, you make us look good! What you are offering for coaches is remarkable. Thank you! Thanks also for letting us customize the programs with our logos, taglines, etc. Your spirit of generosity is much appreciated. Well done. You’ve put a lot of work into this, and I am thrilled to see the result. All the Best.

Sylva K. Leduc, MPEC Master Personal & Executive Coach SAGE Leaders

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