Level 5 Certificate in Coaching and Mentoring

Day 1

Aims for day 1• To introduce the Level 5 certificate in coaching

and mentoring• To identify the differences between coaching

mentoring, and counselling• To review the GROW model for coaching• To identify the role of contracting• Your development as a coach• To undertake coaching practice and

supervision

Introduction to the course• Institute of Leadership & Management• Candidate handbook – Its Learning• Workshop programmes• Assignments• Assessment • Support and guidance• Appeals procedure• Equal opportunities

Aims for the course

• To enhance your coaching/mentoring skills• To achieve the qualification • To improve management style through

application of coaching

Assignments – Submission dates• Assignment 1: Understanding the skills, principles

and practice of effective management coaching and mentoring

• Assignment 2: Undertaking management coaching or mentoring in the workplace (minimum of 12 hours)

• Assignment 3: Reviewing own ability as a management coach or mentor

Assignment submission

• Assignment 1 (principles) Monday 5 December

• Assignment 2 and 3 (undertaking and reflecting) due Friday 6 January

• Use assignment templates on Its learning

• Submit through Its learning

Programme terms of reference

Confidentiality• We all agree not to discuss with other parties

outside of this course anything that a delegate discloses about a coachee or mentee

Getting to Know You

• You have 5 minutes each to interview the person sitting next to you and be prepared to introduce them to the group.

• Help yourselves to coffee and Tea

Definitions, similarities and differences of coaching and

mentoring

Coaching defined

• “A collaborative solution-focused, results-orientated and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and personal growth of the coachee.” (http://www.associationforcoaching.com/pages/about/coaching-defined)

Mentoring defined

• “Mentoring is a collaborative, mutually beneficial partnership between a Mentor (who possesses greater skills, knowledge and experience) and a mentee (who is looking to increase his or her skills, knowledge and experience).”

Counselling defined

• “the process of assisting and guiding clients, especially by a trained person on a professional basis, to resolve especially personal, social, or psychological problems and difficulties.”

Find more at: http://www.skillsyouneed.com/general/counselling.html#ixzz4AnIPknsw

Activity: Skills of a coach / mentor

• In your groups list the similarities and differences between coaching and mentoring

• Then identify: what are the key skills/attributes of a coach What are the key skills/attributes of a mentor

Similarities of coach / mentors• Both facilitate the exploration of needs, motivations,

desires, skills and thought processes to assist the individual in making real, lasting change.

• Both use questioning techniques to facilitate client's own thought processes in order to identify solutions and actions rather than takes a wholly directive approach

• Both support the client in setting appropriate goals and methods of assessing progress in relation to these goals

Similarities of coach / mentors• Both observe, listen and ask questions to understand

the client's situation• Both creatively apply tools and techniques which

may include one-to-one training, facilitating, and networking.

• Both encourage a commitment to action and the development of lasting personal growth and change

Key differences Mentor CoachFocus Individual Performance

Role Facilitator with no agenda Specific agenda

Relationship Self-selecting Comes with the job

Source of influence

Perceived value Position

Personal returns Affirmation/learning Teamwork/performance

Arena Life Task related

Matt M. Starcevich, 1998 http://www.coachingandmentoring.com/Articles/mentoring.html

List the key Skills attributes for a coach / mentor

• checklist

Self assessment

• Your coaching qualities

Coaching Models

Coaching models• There are a variety of coaching models that

you can apply to help you structure your sessions:

• OSKAR• OSCAR• GROW • CLEAR• ARROW• Skilled Helper• FACTS

GoalAgree topic for

discussionAgree specific objective

of sessionSet long-term aim

RealityInvite self reflection

Offer specific examples of feedback

Check assumptions / avoid assumptions

Discard irrelevant history

OptionsExamine range of options

Encourage suggestions from coachee

Offer suggestions (carefully)

Ensure choices are made

Way Forward

Wrap upGain committment to

actionUse SMART planIdentify possible

obstaclesAgree support

Take control of the goal

• Using scaling

The GROW Model in action

• http://www.youtube.com/watch?v=DU2Vz2aLPc4 (7 mins)

The TGROW model

Using questions• Use short, clear, simple questions, starting

with words such as:• Who?• How?• Where?• When?• What?• In what way?

• Use ‘why’ with caution

Contracting

What is contracting?• Contracting within coaching/mentoring

formalises the process whereby the boundaries, expectations, and limits of confidentiality can all be agreed at the outset

Why Contract?

• Professional good practice• Ensures that both parties have the same

purpose, expectations and outcomes• A contract can protect the liabilities of the

coach• Protects the interests of the client• Adds credibility to the coaching relationship

Use contracting to• Introduce yourself• Explain role/responsibilities and limitations• Find out brief details about client e.g. personal details, reason

for contact, initial expectations, thoughts about interview• Rapport building• Explain how the interview could be used • Confidentiality (boundaries of this) and data protection• Other relevant policies e.g. health & safety, equal

opportunities• Agree time available – does client they have any limitations?• Create an agenda

Coaching / mentoring Practice

Undertake a coaching session

• Work in 3s – coach/mentor, client, observer

• Switch roles

• Keep notes – this is evidence for your assignments

Your learning logDate Activity

What happened?What did I do?

OutcomesWhat did I learn?

ActionsHow will I used this experience?

ActionsWhat do I need to do

For Next Session

• Complete your learning log for session 1• Identify your coachee(s) / mentee(s)• Begin to write your assignment 1, you can

address the following AC: 1.1 and 2.1