Coaching & Mentoring Training Course

Introduction to Coaching and Mentoring

• Coaching definition including (unlocking potential, facilitating learning, performance enhancement)

• Mentoring definition including (experience sharing, guidance provision, career support)

• Coaching versus mentoring including (questioning versus advising, short-term versus long-term, performance versus development)

• Coaching and mentoring importance including (talent development, capability building, succession preparation)

• Applications including (performance coaching, career mentoring, leadership development)

2. Coaching and Mentoring Theories

• Coaching foundations including (humanistic psychology, adult learning theory, positive psychology)

• Learning theories including (experiential learning, transformational learning, self-directed learning)

• Behavioral change models including (transtheoretical model, stages of change, readiness assessment)

• Motivational theories including (intrinsic motivation, self-determination theory, goal-setting theory)

• Developmental psychology including (adult development stages, career development, identity formation)

3. Coaching Models and Frameworks

• GROW Model including (Goal, Reality, Options, Way forward)

• CLEAR Model including (Contracting, Listening, Exploring, Action, Review)

• Solution-focused coaching including (solution orientation, strength-based, future focus)

• Appreciative Inquiry including (discover, dream, design, destiny)

• Performance coaching model including (situation analysis, goal setting, action planning, accountability)

4. Core Coaching Competencies

• ICF Core Competencies including (ethical practice, coaching mindset, establishing agreements, cultivating trust, maintaining presence)

• Active listening including (deep listening, attention focus, understanding seeking)

• Powerful questioning including (open questions, probing questions, clarifying questions)

• Direct communication including (clarity, honesty, appropriate feedback)

• Creating awareness including (insight generation, pattern recognition, perspective shifting)

5. The Coaching Conversation

• Coaching conversation structure including (opening, exploration, action planning, closing)

• Establishing coaching agreements including (expectations, confidentiality, boundaries, commitment)

• Creating safe space including (trust building, non-judgment, psychological safety)

• Conversation flow including (rapport building, agenda setting, exploration, commitment)

• Session closure including (summary, action agreement, accountability establishment)

6. Powerful Questioning Techniques

• Question types including (open questions, closed questions, leading questions, rhetorical questions)

• Question levels including (surface questions, deeper questions, transformational questions)

• Socratic questioning including (clarifying concepts, probing assumptions, exploring implications)

• Questioning pitfalls including (multiple questions, why questions, leading questions)

• Question formulation including (intentionality, timing, language choice)

7. Active Listening Skills

• Listening levels including (internal listening, focused listening, global listening)

• Deep listening including (words, tone, body language, emotion, energy)

• Listening barriers including (internal dialogue, distractions, assumptions, judgment)

• Reflective listening including (paraphrasing, summarizing, reflecting feelings)

• Silence use including (processing time, reflection space, insight emergence)

8. Feedback for Development

• Feedback importance including (awareness creation, performance improvement, learning acceleration)

• Feedback models including (SBI model, COIN model, feedforward approach)

• Constructive feedback including (specificity, objectivity, development focus)

• Positive feedback including (strength recognition, confidence building, motivation)

• Receiving feedback including (openness, reflection, action planning)

9. Goal Setting and Action Planning

• Goal-setting importance including (direction clarity, motivation, achievement)

• SMART goals including (Specific, Measurable, Achievable, Relevant, Time-bound)

• Goal types including (performance goals, learning goals, development goals)

• Action planning including (specific actions, timeline, resources, accountability)

• Obstacle anticipation including (barrier identification, contingency planning, commitment strengthening)

10. Building Self-Awareness

• Self-awareness importance including (blind spot recognition, strength leveraging, authentic leadership)

• Awareness tools including (personality assessments, 360-degree feedback, reflection exercises)

• Values clarification including (core values identification, decision alignment, authentic living)

• Strengths identification including (talent recognition, strength application, weakness management)

• Limiting beliefs including (belief identification, challenge, reframing)

11. Managing Coaching Challenges

• Resistance including (resistance sources, working with resistance, motivation building)

• Stuck situations including (exploration deepening, perspective shifting, creative approaches)

• Emotional situations including (emotion acknowledgment, support provision, professional boundaries)

• Dependency including (self-reliance promotion, empowerment, appropriate challenge)

• Ethical dilemmas including (boundary maintenance, confidentiality, referral)

12. Mentoring Fundamentals

• Mentoring purpose including (career guidance, skill development, network building)

• Mentoring types including (formal mentoring, informal mentoring, peer mentoring, reverse mentoring)

• Mentor roles including (guide, advisor, connector, role model)

• Mentoring benefits including (mentee development, mentor growth, organizational capability)

• Mentoring versus coaching including (experience sharing, directive approach, long-term relationship)

13. Establishing Mentoring Relationships

• Relationship formation including (matching process, chemistry assessment, expectation alignment)

• Mentoring agreements including (goals, meeting frequency, confidentiality, duration)

• Building trust including (authenticity, consistency, confidentiality, mutual respect)

• Relationship stages including (initiation, cultivation, separation, redefinition)

• Boundary setting including (professional boundaries, appropriate disclosure, dual relationships)

14. Mentoring Conversations

• Conversation types including (career discussions, skill development, organizational navigation)

• Advice giving including (appropriate timing, experience sharing, option provision)

• Story sharing including (relevant experiences, lesson extraction, inspiration)

• Network introduction including (connection facilitation, opportunity creation, exposure)

• Challenge provision including (stretch opportunities, comfort zone expansion, growth support)

15. Career Development Mentoring

• Career exploration including (interests, values, skills, opportunities)

• Career planning including (goal setting, path identification, development planning)

• Career transitions including (role changes, organizational moves, career pivots)

• Political navigation including (organizational dynamics, stakeholder management, visibility building)

• Work-life integration including (priority management, boundary setting, sustainable pace)

16. Mentoring for Diversity and Inclusion

• Cross-cultural mentoring including (cultural awareness, sensitivity, learning orientation)

• Gender considerations including (gender dynamics, stereotype awareness, equitable support)

• Generational differences including (communication preferences, work values, technology comfort)

• Underrepresented groups including (additional barriers, sponsorship importance, advocacy)

• Inclusive mentoring including (psychological safety, belonging, authentic self)

17. Group Coaching and Team Coaching

• Group coaching including (peer learning, shared challenges, collective wisdom)

• Team coaching including (team performance, relationship dynamics, collective goals)

• Facilitation skills including (group process, participation balance, conflict management)

• Group dynamics including (forming, storming, norming, performing)

• Virtual group coaching including (technology leverage, engagement strategies, relationship building)

18. Building Coaching Culture

• Coaching culture characteristics including (continuous learning, feedback openness, development focus)

• Manager as coach including (coaching mindset, questioning approach, development responsibility)

• Culture enablers including (leadership commitment, skills development, system alignment)

• Implementation strategies including (training programs, practice communities, recognition)

• Measuring impact including (engagement, retention, performance improvement)

19. Coaching for Performance Improvement

• Performance coaching purpose including (gap closure, capability development, accountability)

• Performance analysis including (current state, desired state, gap identification)

• Skill development including (learning strategies, practice, feedback)

• Behavioral change including (habit formation, accountability, reinforcement)

• Performance monitoring including (progress tracking, adjustment, celebration)

20. Executive Coaching Considerations

• Executive coaching context including (complexity, visibility, organizational impact)

• Executive challenges including (strategic decisions, stakeholder management, leadership pressure)

• Board and stakeholder navigation including (political awareness, influence strategies, communication)

• Executive presence including (confidence, credibility, authenticity)

• Confidentiality importance including (trust, candor, safe space)

21. Virtual Coaching and Mentoring

• Virtual advantages including (accessibility, flexibility, geographic reach)

• Virtual challenges including (rapport building, non-verbal cues, technology issues)

• Technology selection including (video conferencing, messaging, platform features)

• Virtual presence including (camera use, attention demonstration, engagement)

• Virtual relationship building including (intentional connection, communication frequency, trust development)

22. Measuring Coaching and Mentoring Effectiveness

• Success indicators including (goal achievement, skill improvement, behavioral change)

• Evaluation methods including (surveys, interviews, performance metrics, observation)

• ROI measurement including (productivity gains, retention improvement, engagement increase)

• Feedback collection including (coachee feedback, stakeholder input, self-assessment)

• Continuous improvement including (practice refinement, learning application, supervision)

23. Ethics and Professional Standards

• Ethical principles including (confidentiality, boundary maintenance, professional conduct)

• ICF Code of Ethics including (respect, integrity, competence, confidentiality)

• Dual relationships including (conflict avoidance, boundary clarity, appropriate referral)

• Confidentiality limits including (harm risk, legal requirements, organizational policy)

• Professional development including (supervision, continuing education, reflective practice)

24. Personal Development as Coach and Mentor

• Self-reflection including (practice review, learning extraction, growth areas)

• Supervision and mentoring including (peer supervision, mentor coaching, feedback seeking)

• Continuous learning including (training, reading, practice communities, conferences)

• Practice refinement including (skill development, model exploration, approach adaptation)

• Self-care including (boundary setting, stress management, sustainability)

25. Case Studies & Group Discussions

• Successful coaching examples including (transformation stories, breakthrough moments, impact results)

• Mentoring relationship success including (career advancement, skill development, network building)

• Coaching challenges including (resistance situations, ethical dilemmas, stuck moments)

• Lessons from failures including (boundary violations, dependency creation, ineffective approaches)

• The importance of proper training in developing effective coaching and mentoring capabilities