Introduction:

Effective coaching and mentoring are essential for managers and supervisors to develop talent, improve performance, and foster professional growth within their teams. Coaching focuses on enhancing skills, setting goals, and providing constructive feedback, while mentoring emphasizes long term career guidance and knowledge sharing. This training program explores key strategies for coaching and mentoring, equipping leaders with the tools to support, inspire, and develop their employees in alignment with organizational objectives.

Program Objectives:

By the end of this program, participants will be able to:

Analyze the core principles of coaching and mentoring in leadership.
Evaluate structured coaching techniques for enhancing employee performance.
Classify mentoring strategies that support professional growth.
Assess communication and feedback models for effective guidance.
Determine integration methods of coaching and mentoring into leadership systems.

Targeted Audience:

Managers and Supervisors.
Team Leaders and Department Heads.
HR and Organizational Development Professionals.
Business Coaches and Mentors.
Professionals responsible for employee development.

Program Outline:

Unit 1:

Fundamentals of Coaching and Mentoring:

Differences and complementary roles of coaching and mentoring.
Key principles for leadership development.
Ethical considerations in coaching and mentoring relationships.
Key activities used for building trust and rapport with employees.
Common challenges in coaching and mentoring.

Unit 2:

Coaching Techniques for Performance Development:

Goal setting models and structured coaching frameworks.
Techniques used for active listening and powerful questioning.
Importance of providing constructive feedback and performance improvement guidance.
Key activities used for motivating employees and fostering accountability.
Coaching styles adapted to diverse personality frameworks.

Unit 3:

Mentoring for Long Term Growth:

Institutional role of mentoring in supporting career development.
Frameworks for designing and managing organizational mentoring programs.
Models of knowledge transfer and succession planning through mentoring.
Structures that link mentoring with leadership pipeline development.
Strategic value of mentoring in sustaining organizational growth.

Unit 4:

Communication and Feedback in Coaching and Mentoring:

Methods used for building strong communication for coaching effectiveness.
How to overcome resistance and manage difficult conversations.
Importance of creating a culture of open feedback and continuous learning.
The role of non-verbal communication in enhancing coaching impact.
Techniques used for active engagement and employee support.

Unit 5:

Integrating Coaching and Mentoring into Leadership:

Institutional alignment of coaching and mentoring with organizational goals.
Frameworks for embedding coaching and mentoring into leadership structures.
Tools and indicators for measuring program effectiveness.
Models for sustaining a culture of professional development.
Strategic approaches to link individual growth with organizational performance.

Coaching and Mentoring Skills for Managers and Supervisors

Delegate Information

Company Information

Person Responsible for Training and Development