2. Mentoring and Coaching

3. INTRODUCTION
Name:
Experience:

4. The Purpose of Today’s Presentation
Understand the roles and how they fit together
Discuss how we can coach and mentor at an event
Try it out
Summary
A quick intro
This should be run as a discussion session as much as possible, with delegates discussing each topic before the slides are revealed.

5. Why bother? Success Vision Lead by example Inspire Motivate Teach
Mentor
Coach
Lead in slide.
Ask them “why we should bother with coaching and mentoring?”
The story is that the marshals will have a vision of where they are going (we hope), and the coach must have vision of what they hope to achieve on the day.
We must lead by example – it is no god saying one thing and doing another.
We must inspire the coachee by our own actions – this means enthusiasm, being positive, not slagging off other marshals, clubs, senior officials, the MSA etc.
What we want to do is to encourage and motivate the coachee
We need three components – Teaching, Mentoring and Coaching (the definitions of the last two will be on subsequent slides)
Emphasis must be placed on teamwork – the Post Chief and all on his team
Success is the ultimate goal
Teamwork
Success

6. How they work together Success Inspire Goals Lead by example Mentor
Team work
Success
Coach
Vision
Another visual way of looking at how all the components fit together.
Ask what else they remember from the previous slide apart from Teaching, Coaching and Mentoring, then reveal the components on the slide
Motivate
Teach

7. Mentor
Supporter
Counsellor
Colleague
What is a Mentor?
Leader
Advisor
Guide
Champion
Role Model
Friend
Mentoring is a process that enables an individual to achieve their potential. It can be conducted informally between individuals or as part of a formal program. The process, whether it is organised or casual, can be highly successful.
Ask what mentoring is, then reveal the answer then ask what makes a good mentor before revealing the components.

8. What is a coach?
Someone whose job is to help another to improve at a sport, skill or subject.
Now ask what is a coach, revel the definition then the photos and discuss what they see
Shouting and frustration?
Explaining what good looks like
Congratulating, giving praise in public, sharing success

9. The three essentials Selling to them Sell themselves Teaching
Here are the goals and rules…………
This is what I need you to do………..
Non-negotiable
Here are the consequences of failure………
Mentoring
In my experience……….
One thing you need to consider is……..
Things to watch out for are………..
Ask me if you need advice
Coaching
Now you know the goals how will you approach it?
When you did this before how did you do it?
What does success look like to you
This slide shows the differences between the three roles
Make sure they understand
Mentors can be more ‘directive’ and provide specific advice where appropriate - a coach would not offer their own advice or opinion, but help the individual find their own solution.

10. We need all three! Mentoring Coaching Training
Very important – to succeed we need a mix of all three skills
Ask “when might each be brought into play?”

11. Coaching v Mentoring Coaching Mentoring Task oriented
Focus on progress
Short term
Longer term
Intuitive feedback
Explicit feedback
Develops skills
Develops capabilities
Driven by person
Two way process
Helps them work it out for themselves
Shows where they went wrong and right
A mentor needs to have had real life experience of the subject. “Been there, done that, got the T-shirt”.
A coach understands the techniques, observes, asks questions, listens and empowers.

12. Chinese Proverb…………………..
I hear and I forget
I see and I remember
I do and I understand
% information retained
Read
10%
Hear
20%
See 30
See & Hear
50%
Teaching
This is to emphasise coaching and mentoring.
Reading either books or screens has a very low retention rate
Listening to someone lecture or instruct is not very good either
Seeing someone do something gives a boost to retention
Seeing and hearing together (lecture with “visual aids”) leaps up to 50%
Having a discussion with others is even better
Having them copy what was shown or discussed is very effective
Having to work things out for themselves after demonstration and discussion is the most effective
Discuss
70%
Experience
80%
Coaching and mentoring
Problem solve
95%

13. Putting theory into practice (1)
Ask for their Personal Record Card
Agree the aims of the day
Observe
Critique
Be Interactive
At the end of the day
Practical proposals
Go through each line and ensure they agree
Discuss and problems/queries

14. Putting theory into practice (2)
Ask for their Personal Record Card
How experienced are they?
Are there any comments (favourable/unfavourable)?
What grade are they?
Agree the aims of the day
What do they want to get out of it?
What do you want them to get out of it?

15. Putting theory into practice (3)
Observe
Ask to see them in action
Watch but don’t criticise
Make notes
Critique
Ask them what did they think they did well?
Did they think they made any errors?
Feedback what was good, what could be improved

16. Putting theory into practice (4)
Be interactive
Short sessions followed by feedback
Few, important points, don’t over feed
Ensure they understand and agree
At the end of the day
Agree what was the starting point
Agree what has improved/what needs more work
Agree follow up actions
Sign the PRC and write your comments
Leave them feeling positive for the way ahead
Practical proposals
Go through each line and ensure they agree
Discuss and problems/queries

17. Role play Groups of eight Two will act as the Coach and Coachee
The others will observe then feedback to the role players
After one round change over roles so observers become coach and coachee
Repeat for rounds three and four
Round 1 – Start of the day
Round 2 - After two practice sessions
Round 3 - At lunch time
Round 4 - At the end of the day
Take twenty minutes to try out the coaching aspect – important they can give CONSTRUCTIVE criticism
5 minutes per round

18. Coach and mentoring summary (1)
Goal/
Objective
What do they want to achieve?
Agreement
Reality
Mentoring
&
Coaching
What is happening now
What WILL they do?
What COULD they do?
Follow the animation –
Establish the goal at the start of the day,
Observe what happens during the day
Discuss performance and look at what was good/could be better
Agree the ay forward after each session and at the end of the day
Options

19. Coaching and Mentoring summary (2)
Facilitate the exploration of needs, motivations, desires and skills
Use questions – don’t be directive
Observe, listen and question
Stay positive, non-judgemental
Make sure they develop their competencies
Evaluate outcomes, be objective
Encourage continuous improvement
Stay within your own competencies
Stay skilled and experienced yourself
Manage the relationship
Self explanatory

20. Evolution
Coach and mentor –
help our marshals evolve and develop