October 18, 2017

Coaching and Mentoring

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Carrying out the processes of coaching and mentoring provides an excellent opportunity for managers and employees to identify developmental needs.


In an effective organization, employee developmental needs are addressed. Developing in this instance means increasing the capacity to perform through coaching and mentoring, giving assignments that introduce new skills or higher level of responsibility, improving work processes or other methods. Providing employees with training and developmental opportunities encourages good performance, strengthens job-related skills and competencies, and helps employees keep up with changes in the workplace, such as introduction of new processes or technology.

Carrying out the processes of coaching and mentoring provides an excellent opportunity for managers and employees to identify developmental needs. While planning and monitoring work, deficiencies in performance become evident and coach and team member are able to address them. Areas for further enhancing already good performance also stand out, and action can be taken to help successful employees improve even further.

This Coaching and Mentoring Training aims to equip managers and supervisors with the right information and skills to help bring out the best in their employees. The learning will be made intensive by utilizing learning games, case, studies and role plays. In order to ensure application of the knowledge and development of skills, the program includes a post-workshop project that will require them to identify a target person or teams to apply what they learned in the workshop. They will be required to submit a report detailing the applications of the tactics and the results. This tactic will show participants that all the techniques shared in the program are doable and helpful in building employee skills and work attitude.

Workshop Objectives

At the end of the training, the participants are expected to be able to:

  • Identify the basic processes behind coaching & mentoring
  • Describe how to introduce coaching & mentoring into the organization
  • Apply various tactics in Coaching and Mentoring using the Situational Leadership Framework
  • Describe the nature of the relationships that must be managed in order to sustain coaching and mentoring


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Time Activities Activity Objectives


  • Ice Breaker: Leaders Wear Many Hats
  • Leveling of Expectation
  • Overview of the Coaching and Mentoring Framework
  • Know the administrative details of the workshop
  • Level expectations
  • Appreciate the concept of situational leadership

Module 1: Diagnosis

  • Assessing an individual’s competence and commitment levels to determine how to build motivation, confidence and productivity
  • Understanding the need for a specific coaching style based
    on the individual’s needs in any given situation
  • Describe the steps involved in diagnosing employees’ developmental level and matching it with the appropriate coaching style/s

Module 2: Overview of the 4 Coaching Styles

  • Becoming comfortable with a variety of coaching/mentoring styles
    • Directing/ Structuring
    • Directive Coaching
    • Supporting
    • Delegating
  • Matching your style with your people’s and situation’s need
  • Identify techniques for applying the four leadership styles in coaching

Module 3: Directing/ Structuring

  • Previewing the task
  • Demonstrating it
  • Letting the person perform it with help
  • Letting the person perform it without help
  • Role Play
  • Describe steps in directing employees to learn a task

Module 4: Directive Coaching

  • Positioning the discussion
  • The constructive feedback
  • Role Play
  • Describe the directive coaching tactic


  • Recap of Previous Session’s Learning
  • Connect day one and day two learning experience

Module 5: Supporting

  • Coaching Pitfalls to avoid
  • Planning Your Coaching Activity
  • The GROW Model
  • Role Play
  • Describe steps in non-directive coaching

Module 6: Delegating

  • Delegating Responsibility, Authority and Accountability
  • Building Trust, Competence and Confidence
  • Role Play
  • Identify elements needed in successful delegation

Module 7: Partnering for Performance Through Coaching and Mentoring

  • Role clarification
  • Defining mentoring objectives
  • Outlining your activities
  • Establishing success measures
  • Facilitating mentoring meetings/discussions
  • Evaluating progress and effectiveness
  • Describe the relationship that must be built to get from directing to delegating

Module 8: Re-Entry Action Planning

  • Developing a Coaching Plan for current employees
  • Identify projects to apply and practice the coaching skills in the workplace.

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