Through practical exercises, group discussions, and case studies, you will determine what work can be assigned and to whom, based on current performance levels and workload. You will also learn how to assign work with improved clarity and efficiency to establish a strong foundation for success.

Course Objectives:

1. Define the purpose of coaching and mentoring and its value to the organization

2. Apply the elements of the Coaching and Mentoring Model and improve coaching and mentoring skills

3. Assess current performance and plan for better performance using coaching tools and techniques

4. Select the appropriate approach to convey expectations

5. Effectively monitor progress and provide the type and level of feedback required

6. Handle difficult situations involving poor performance

7. Evaluate results to improve performance continuously

8. Explain the role of coaching and mentoring in the context of the Mindset Model

PDUs: 22.5

Course Introduction

• Welcome
• Course scope
• Course objectives
• Course map, materials, and logistics
• Introductions and expectations

Unit 1: Defining the Effective Coach

• Define coaching and mentoring
• Characteristics and critical skills of an effective coach
• Characteristics of formal, informal, position-based, and relationship-based coaching
• Coaching relationships
• Coaching from a distance
• The impact of coaching
• Supporting the four perspectives (strategic, operational, interpersonal, and personal) that comprise the Mindset Model
• Organizational benefits of coaching

Unit 2: The Coaching and Mentoring Model

• The Coaching and Mentoring Model
• Performance levels
• Coaching actions
• The performance equation
• Coaching styles
• Application to a mentoring relationship

Unit 3: Determining Current Performance

• Establishing expectations
• Determining current performance levels
• Using effective questioning techniques to assess current performance levels
• The Coaching Planner
• Application within the mentoring relationship
• Current performance in the mindset model

Unit 4: Defining and Assigning Work

• Defining and assigning work
• Selecting your coaching style
   o Direct
   o Advise
   o Entrust
• Developing active listening skills
• Determining the learning styles of the people you coach
• Structuring your information with TREOA (topic, recommendation, evidence, outcome, and action)
• Defining and assigning work in a distance coaching or mentoring situation

Unit 5: Guiding Progress

• Guiding progress
• The coaching rule
• WIIFM (What’s In It For Me?), rewards and performance
• Techniques in delivering focused feedback
• Guiding progress in a mentoring relationship

Unit 6: Evaluating Results

• Evaluating results
• Measuring the effectiveness of the coaching
• Dealing with performance problems
• Evaluating results in a distance coaching and mentoring situation
• Complementary use of the mindset model and the coaching and mentoring model