Coaching And Mentoring Skills Training Course By Oak Innovation

Instant training courses on coaching and mentoring skills

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• Instantly available, saving you time and money.
• 100% customizable, ready for any opportunity.
• Brand as your own, add your logo.
• 70 Powerpoint slides, to deliver the course.
• 20-page instructor manual, to help you deliver the course.
• 60-page participant manual, to guide learning.
• 8 train-the-trainer guides, to add extra value.

This 1-day training course will help managers and employees understand coaching and mentoring and how to identify opportunities for coaching and mentoring programs.

At the end of the training session, your course participants will be able to introduce coaching and mentoring programs and understand the benefits involved.

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.

Learning objectives

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

• Understand coaching and mentoring programs.
• Identify opportunities for coaching & mentoring.
• Introduce coaching and 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. Coaching
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 of developing programs from internal resources.
4. Explore what is coaching.
5. Examine the primary characteristics of coaches.

2. Different types of coaching
Focus on the needs of your audience. Connect to their pain points and share personal experiences. This will help build trust with your audience.

Remember 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.

Here is where it gets even more interesting. 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 personal perspectives. Your experiences will make the content more meaningful.

3. Mentoring initiatives
Think for a minute…

What do most people believe mentoring is?

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?

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 form 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.
11. Session record sheet.
12. “What is important” form.
13. “When I achieve” form.
14. Mentoring review sheet.

4. 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 within organizations.

• The Role Model in an organization tends to be a senior individual who has “been there, seen that, and has done most things”. These mentors 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.
• Facilitative Mentors 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. 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.

What you’ll get

• 70 Powerpoint slides, to deliver the course.
• 20-page instructor manual, to help you deliver the course.
• 60-page participant manual, to guide learning.
• 8 train-the-trainer guides, to add extra value.
• Practical exercises, to enhance all learning.
• Further reading list, for your course participants.
• A course evaluation form, tests, and action plan.
• Easy to present, no experience required.

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Free train-the-trainer guides

With all Oak Innovation training course products, you’ll receive 8 free train-the-trainer guides that will 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.

Here’s what people have to say about us.
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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