1. Coaching and Mentoring workshop
October 2015
Coaching and Mentoring workshop

2. Housekeeping
Emergency evacuation
Creature comforts
Mobile phones

3. What are we doing at this session?
Defining coaching and mentoring
Coaching contract and building trust in the coaching relationship
Setting goals
Developing options 
Effective Feedback
Overcoming obstacles
 Reaching the end

4. Coaching and mentoring – the difference

5. Coaching vs Mentoring
Let’s discuss the difference!

6. Coaching
Unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them” (Whitmore 2003) Coaching is about developing a person’s skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives. It targets high performance and improvement at work, although it may also have an impact on an individual’s private life. It usually lasts for a short period and focuses on specific skills and goals.” (CIPD 2009)

7. In a nutshell…

8. Mentoring
A mentor is a more experienced individual willing to share knowledge with someone less experienced in a relationship of mutual trust" - David Clutterbuck Mentoring is a long term relationship that meets a development need, helps develop full potential, and benefits all partners, mentor, mentee and the organisation". - Suzanne Faure

9. In a nutshell…the difference
Coaching – the coachee is the expert in the room!
Mentoring – the mentor is the expert in the room!
In relation to workplace situations and organisational knowledge, processes and procedures

10. So when to choose which intervention
In what situations do you feel you might choose… Coaching Mentoring

11. Coaching contract and building trust in the relationship

12. Building trust in a coaching relationship
Creating a strong foundation of trust is the first step in building every coaching relationship
Coaching happens in a collaborative relationship based on mutual trust with a high degree of openness between both parties
Being able to talk openly without being judged

13. Coaching contract
Really important to set the ground rules for a coaching relationship
Objectives and goal setting are agreed during the contract stage – what is to be achieved by the coaching internvention
Ground rules
Confidentiality is paramount
Except – if the coach believes what is being said is going to put the coach, coachee or organisation is jeopardy
Coaching contract is usually 3 way….
The coach
The coachee
The coachee’s line manager

14. Setting goals and coaching models

15. Setting goals Coaching session plan
Review the coaching contract for the success criteria
SMART goals

16. Coaching models
A coaching model is a framework; it does not tell you how to coach but, rather, it's the underlying structure that you can use when you're coaching someone GROW model CLEAR model

17. Coaching tools and techniques
Lets have a look at a few available..
Wheel of life
Hot air balloon
Perspectives
SWOT
Circles of influence
Scale
Metaphors
Umbrella
KISS

18. Overcoming obstacles

19. Obstacles in coaching From the coachee Attitude Personality Commitment
Habits
Reverting to old behaviour
We need to focus on
Change in mind set
Re-evaluate goals
See positive results

20. The end of the coaching relationship

21. How to close a coaching relationship
How to know when the coaching intervention is coming to an end
You will know!
Creating the final plan
Before your final session you need to make an exit plan and also close the coaching contract
Transitioning the coachee
Believe they can do it!