Level 5 Certificate in Coaching and Mentoring

Day 3

Aims for day 3• Review learning logs from day 2• Group feedback on coaching practice• Group presentations on coaching model• To introduce and use tools as a coach/mentor• To undertake coaching practice and

supervision

Tutorial review

• Group review of coaching/mentoring experience since last meeting

Present your coaching model

Coaching and mentoring tools

Coaching and mentoring tools• Learning Styles• EI assessment• Leadership styles

assessment• MBTI• Johari window• Communication styles

(VACOG)• National Careers service

website

• Belbin team roles• Force field analysis• SMART• Action Planning• DISC assessment • Assessing level of

motivation• SWOT• Wheel of life

Force field analysis

Force field Analysis• Developed by Kurt Lewin• Can be used to help you analyse forces that are driving you to

your goal/change and those that are restraining you from achieving your goal or change

• It can be a helpful visual representation of the influence that each force has. You can use bigger arrows for the forces that will have a greater influence on the goal/change, and smaller arrows for forces that will have less of an influence, and you can also add weighting

• It can help you to think about how you can strengthen the forces that support the goal/change and weaken the forces opposing it, so that the goal/change is more successful.

Force field analysis examples

Weighted force field

Emotional Intelligence

• is the capacity of individuals to recognize their own, and other people's emotions, to discriminate between different feelings and label them appropriately, and to use emotional information to guide thinking and behavior.

Coleman, Andrew (2008), A Dictionary of Psychology (3 ed.)

Goleman: An Intertwined Dynamic Relationship

Self awareness Social awareness

Self managementRelationship management

Emotional intelligence

Personal Social

Awareness

Action

Emotional Intelligence Components

• Personal Competence – how we manage ourselves• Self Awareness • Self-Management

• Social Competence – how we manage relationships• Social Awareness• Relationship Management

Self-Awareness

Emotional Awareness: recognising one's emotions and their impact; using ‘gut sense’ to guide decisions

Accurate Self-assessment: knowing one's strengths and limits

Self-confidence: A sound sense of one's self-worth and capabilities

Social Awareness

Empathy: sensing others’ emotions, understanding their perspective, and taking active interest in their concerns

Organisational Awareness: reading the currents, decision networks, and politics at the organisational level

Service: recognising and meeting follower, client or customer needs

Self-Management

Emotional self-control: Keeping disruptive emotions and impulses under control

Transparency: displaying honesty and integrity; trustworthiness

Adaptability: Flexibility in adapting to changing situations or overcoming obstacles

Achievement: The drive to improve performance to meet inner standards of excellence

Initiative: readiness to act and seize opportunities

Optimism: seeing the upside in events

Relationship Management

Inspirational leadership: guiding and motivating with a compelling vision

Influence: wielding a range of tactics for persuasion

Developing others: bolstering others’ abilities through feedback and guidance

Change catalyst: initiating, managing and leading in a new direction

Building bonds: cultivating and maintain a web of relationships

Teamwork and collaboration: cooperation and team building

Your Own Emotional Intelligence

• Complete EI Assessment• How could this effect your performance as a

coach / mentor?

Wheel of LifeHome-Family

Relationships

Finance

Health & Fitness

Achievements

Contentment

Work-Career

Friendship

Security

Energy

Self Esteem

Fun/Leisure

0

1

2

3

4

5

6

7

8

9

10

Action Planning

SWOT analysis

SWOT Matrix

• A SWOT matrix is a framework for analyzing your strengths and weaknesses as well as the opportunities and threats that you face. This helps you focus on your strengths, minimize your weaknesses, and take the greatest possible advantage of opportunities available to you.

Coaching / mentoring Practice

Coaching practice

• Work in your group of 3

• Ensure each member has equal opportunity to take each role

• Keep notes – this is evidence for your assignments

For Next Session

• Undertake coaching or mentoring session(s)• Share experiences with group on day 4