COACHING AND MENTORING

Many organizations, researchers and leaders have identified coaching as a critical leadership and management competency. Coaching promotes creativity, breakthrough performance and resilience, giving organizations a competitive edge and an effective way to flow and operate within an environment of continuous change. One of the key qualities of highly successful leaders is their ability to coach effectively.

 

Successful organizations like Hewlett Packard, IBM, and others have recognized that managers must be able to coach their employees and each other, and have included coaching in their management/leadership development. Coaching has been identified by these organizations as a critical leadership and management competency and has become a vital component of leadership and management. Consider this: without coaching, training loses its effectiveness rapidly, and often fails to achieve the lasting behavioral changes needed. While training is an “event”, coaching is a process, which is a valuable next step to training to ensure that the new knowledge imparted, actually becomes learned behavior. Employees who are coached to performance rather than managed to performance are more committed to and invested in the outcomes of their work and achievement of organizational goals.

 

This program has been designed to sensitize leaders on how to successfully coach using different mental models, processes and tools and understand how to use coaching to leverage employee productivity and enhance teamwork. Successful coaching adds value to employees, who then add value to their organizations by giving their best. Coaching provides not only a context for feedback, but also a process to support changed behavior. The best workplace coaches are those who understand and develop their own coaching style – and this program, among many other things, is committed to help participants understand their coaching style vis-à-vis their own learning style. There will also be a lot of focus on “giving and receiving feedback” as it an important part of the coaching and mentoring process. 

Program objectives: 
  • Understanding your learning style 
  • Better understand the principles of coaching and mentoring styles like the Seven-Step Coaching Model
  • Learn the coaching models that they can use back in the workplace
  • Participants will learn the importance of non-verbal communication while coaching
  • Be able to prepare, deliver and review coaching sessions so that they continually improve
  • Will understand the importance of ownership and how to take ownership of staff development and continuous improvement.
  • Learn “What to say” and “How to say it” when providing feedback to staff.
  • Develop the attitude to receive feedback without being “defensive”. 
Learning Outcomes
  • Inspire people to become more creative and empowered
  • Use the principles of positive reinforcement to keep the morale high
  • Understand the nuances of the feedback process and apply it in a performance appraisal situation
  • Set objectives and targets and motivate people to achieve them
  • Better identify learning needs and navigate barriers to learning
  • Build a positive and supportive working relationship with team members
  • Create an environment which fosters coaching and mentoring 
Learner’s Profile
  • Senior Executives, Team Leads and Managers – (All Levels)
  • Managers Team leaders
  • Supervisors
  • Trainers