Successfully Coaching and Mentoring Individuals and Teams

Learn to conduct regular coaching sessions to improve the confidence and competence of your staff.

During this session you will receive a complete set of “tools” to make your coaching or mentoring more effective. This starts with a 360º personal assessment which will provide you immediate feedback on your strengths and where adjustments are needed.

Develop techniques on engaging your staff in setting stretch-goals, taking responsibilty for their own performance, and how to bond with staff, while maintaing a professional relationship. Learn how to deal with poor performers who don’t respond to best coaching practices. Create customized development plans for the various members of your team and see why coaching and mentoring are two sought after management competencies.

Content

The Manager’s Changing Role in Training and Coaching

• The manager as a coach
• Balancing individual and corporate goals
• Defining the expectations of employees
• Seeing coaching as a core competency of leadership
• The “two-bucket” philosophy and practice of motivation

Coaching Styles for High Performance

• Alternative styles of coaching
• When to use each style: situational analysis
• Adjusting your style to suit the competence and maturity of your people
• The seven secrets of great coaches and how they apply every day
• Create “shining eyes” through employee engagement
• Relationship building opportunities
• The impact of giving everyone an “A”

Developing High-Potentials Through Mentoring

• Getting started on the right foot
• Contracting for success
• Balancing the needs of the protege with those of the organization
• Creating ownership for performance improvements through goal setting
• Setting stretch goals
• Measuring performance to increase accountability

Introducing Mentoring Programs

• The purpose and payoff of mentoring programs
• Where most programs fall short
• Matching mentor and protégé
• Characteristics of the ideal mentor
• Three alternative mentor strategies

One-to-One Mentoring

• Structuring a relationship for success
• Getting started on the right foot: establishing a contract
• Forms/procedures to stay organized
• Using the “puppy principle” to start your mentoring meeting
• Helping employees solve their own problems
• The perfect mentoring meeting
• The three strategies that make your advice palatable

People Development: Training and Learning

• Developing a learning plan to align with core competencies
• Customizing a learning plan for each individual
• Identifying self-directed learners
• Setting up a learning team
• Picking skills that will reinforce core competencies
• Implementing and monitoring customized learning plans

Bonus Learning Materials

As part of the program, you will receive:

• A pragmatic workbook with a number of forms you can use to set-up a formal coaching and performance improvement program with staff
• A copy of Cy Charney’s book Just-in-Time Managment
• Electronic copies of all the coaching and mentoring tools