Introduction
Coaching and mentoring are both forms of one-to-one support aimed at facilitating personal learning and development. The best mentors use coaching as a way of helping people (colleagues or clients) to help themselves. We define this as “the art of facilitating the development of learning and enhanced performance of another”.
You will have learned that there are a number of leadership styles that a senior manager can draw on. Mentoring, using coaching techniques, is one of the most important and effective styles of leadership.
“Our experience of running leadership and management development programmes has convinced us that the most effective support a manager can offer is their team members is from one-to-one coaching and mentoring”, says Richard O’Rawe, Programme Director.
Creating a Pool of Trained Mentors
Our goal in this programme is to create a pool of trained mentors at senior manager level who are able to apply coaching techniques as a way of helping their team members to improve their performance.
People think of mentoring as non-directional but actually it has many forms and giving advice based on expertise and experience is one. We will show you how to quickly get to know your client’s style and then listen, question, give feedback and where needed, offer advice, that is most likely to help them settle in their role and improve their performance.
We will show you how to:
 Find out a person’s work preferences and learning styles – if you understand them, you will find it easier to help them

Prepare and plan for an individual mentoring session

Choose between mentoring and coaching styles in terms of being directional and non-directional in your approach and depending on the time available

Use coaching techniques such as the GROW, OSCAR, Higher
Apprenticeship, Brief Coaching and Rule of Three models
 Use and encourage “clean language” in how you listen to, question, and respond to the person you are mentoring

Record, monitor and evaluate the results of your coaching interventions.
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We will guide you through a programme of facilitated learning, with practice sessions, to give you the confidence to go out there and try the techniques for yourself. We will provide:

Workshop facilitation to help you acquire new knowledge and skills

Background notes and learning materials that you can draw on for future reference

Guided practice sessions with feedback on performance

Advice and guidance on how to continue your learning journey.
By engaging in and completing the programme you will have the opportunity to register for and attain an accredited ILM Level 5 Certificate in Coaching and
Mentoring. The course structure will help you build an evidence-based portfolio and reflective statement on what you have learned from participation in the programme. You have the option of continuing on to complete the ILM
Level 5 Certificate.
The programme dates include two full day sessions scheduled for Wednesday 04
February 2015 and Tuesday 10 February
2015 with follow-up half days on Friday 06
March 2015, Friday 20 March 2015 and
Friday 24 April 2015.
If you are interested, please keep these dates free for the programme.
Please ask your TLO to book your place at www.lgsc.org.uk
.
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9:15 am
9:45 am
11:00 am
11:15 am
1:00 pm
1:30 pm
2:00 pm
Programme for Workshop Session One
Welcome and Introductions

Programme overview
The Basics of Coaching and Mentoring

Coaching and mentoring roles and responsibilities

The coaching spectrum

Balancing advocacy and enquiry

Skill-Will matrix and coaching and mentoring styles
Comfort Break
Working with Others

Learning styles and work preferences

Building trust and relationships: Johari Window

Dealing with limiting beliefs and other barriers to performance
Lunch Break
Managing Your Learning and Portfolio Planning
Coaching Skills

GROW, OCSAR an d ‘Rule of 3’ coaching models

Use of questions and reflective techniques

Active listening

Practice sessions
3:30 pm
4:30 pm
Planning a Coaching Session

Developing a coaching contract
– scope and content

Setting learning goals for coaching sessions

Deciding on coaching style and FOE factor

Overcoming barriers to coaching
Summary, Personal Action Plans and Close of Day One
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Programme for Workshop Session Two
9:15 am
9:45 am
10:30 am
11:00 am
11:15 am
12:15 pm
1:00 pm
1:45 pm
2:30 pm
4:00 pm
4:30 pm
Welcome, Introduction and Review
GROW Model

Practice session
Rule of 3 Coaching Model

Practice session
Comfort Break
Understanding Self and Differences in Others

Emotional and social intelligence

Diagnostic tool: SELF+ Profile
Communication, Language and Coaching Conversations

Understanding the nature of communication

Critical skills for coaching: building rapport

Listening for language and keeping it “clean”
Lunch Break
Feedback on Coachee Performance

Models for giving and getting feedback

Practice session on coachee self-evaluation
Managing a Coaching Session

Locating and using learning resources

Importance of good networks and relationships

Creating the right environment

Systems, record keeping and reflective diary logs

Coachee review of the coach ’s performance
Reflective Statement of Learning
Summary, Personal Action Plans and Next Steps
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Programme for Workshop Session Three
9:15 am
9:30 am
10:00 am
11:00 am
Welcome and Introduction
Review and Reflect on Practice
Conducting a Reflective, Evidence-based Analysis of
Coaching Practice

Getting Better at Reflective Practice: theory and practice

Assessing Own Use of Listening and Questioning

Discussion on Effectiveness of Feedback Given to
Coachee on their Performance
Comfort Break
11:15 am
12:15 pm
Other Coaching and Mentoring Models

Higher Apprenticeship and Brief Coaching
Summary, Personal Action Plans and Next Steps
Programme for Workshop Session Four
9:15 am
10:00 am
11:00 am
11:15 am
12:15 pm
Welcome and Introduction

Feedback and issues from coaching and mentoring practice sessions
Creating a Coaching Culture

Organisational context and culture: identifying the culture and getting senior management support

Cultural issues and coaching a diverse workforce
Comfort Break
Developing and Managing a Coaching Programme

Managing a coaching programme Adhering to organisational policies, and procedures

Evaluating and measuring outcomes and benefits
Summary, Personal Action Plans and Next Steps
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Programme for Workshop Session Four
9:15 am
10:00 am
11:00 am
11:15 am
12:15 pm
Welcome and Introduction

Feedback and issues from coaching and mentoring practice sessions
Coaching Tutorial (1)

Action Learning Set styles review
Comfort Break
Coaching Tutorial (2)

Producing an evidence-based portfolio and reflective statements of learning
Summary, Personal Action Plans and Next Steps
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