_edited.png)
ACCREDITATIONS
Clients
.webp)
.webp)
RESULTS-ORITNTED Training Description
Course Duration
1 Day
Training Delivery Method
Classroom (Instructor-Led)
Instructors Languages
English / Arabic / Urdu / Hindi / Pashto
Certification Provider
Tamkene Saudi Training Center - Approved by TVTC (Technical and Vocational Training Corporation)
Certificate Validity
2 Years (Extendable with additional training hours)
Course Average Passing Rate
97%
Competency Assessment Criteria
Practical Assessment and Knowledge Assessment
Post Training Reporting
Post Training Report + Candidate(s) Training Evaluation Forms
Training Design Methodology
ADDIE Training Design Methodology
Certificate of Successful Completion
Certification is provided upon successful completion. The certificate can be verified through a QR-Code system.
Course Overview
Employee development rarely happens through instruction alone — it is most effectively driven through structured conversations that build self-awareness, accountability, and confidence in the individual being developed. In organizations across the Middle East, where retaining talent and building internal leadership capability are increasingly strategic priorities, the ability to coach and mentor effectively is not a soft skill — it is a measurable driver of employee performance and engagement.
This training course is designed to build practical competency in coaching and mentoring techniques for supervisors, managers, and designated mentors. The course is aligned with the International Coach Federation (ICF) Core Competencies, which establish the framework for professional coaching conversations and relationship management. Participants will learn to apply active listening and powerful questioning techniques, distinguish between coaching and mentoring approaches, structure effective development conversations, and give feedback that drives sustained behavioral change.
Key Learning Objectives
Distinguish between coaching, mentoring, and traditional management approaches
Apply active listening and powerful questioning techniques to support employee development
Structure coaching conversations using recognized frameworks including (GROW model application)
Deliver constructive feedback that supports accountability and behavioral change
Establish and maintain effective mentoring relationships including (goal-setting, boundaries, and trust-building)
Recognize and manage common coaching and mentoring challenges including (resistance, dependency, and role confusion)
Course Outline
1. Foundations of Coaching and Mentoring
Distinguishing coaching, mentoring, and management including (directive versus non-directive approaches)
Reviewing the ICF Core Competencies framework including (foundational skills, co-creating the relationship, and communicating effectively)
Understanding the organizational benefits of coaching and mentoring including (talent retention, leadership development, and performance improvement)
Identifying when to coach versus when to mentor including (skill development, career guidance, and problem-solving contexts)
2. Core Coaching Skills
Applying active listening techniques including (attentive silence, paraphrasing, and reflective summarizing)
Asking powerful questions including (open-ended framing, avoiding leading questions, and challenging assumptions)
Building rapport and psychological safety including (non-judgmental presence, empathy, and confidentiality)
Recognizing verbal and non-verbal cues including (tone shifts, body language, and hesitation)
Managing silence and pacing during coaching conversations
3. Structuring Coaching Conversations
Applying the GROW model including (Goal, Reality, Options, and Will stages)
Setting clear, measurable development goals including (SMART goal-setting principles)
Exploring current reality and obstacles including (self-assessment prompts and honest reflection)
Generating options and action commitments including (brainstorming techniques and accountability planning)
4. Effective Feedback Techniques
Delivering constructive feedback including (specific, behavior-focused, and timely delivery)
Balancing positive reinforcement with developmental feedback including (strengths-based framing)
Receiving and responding to pushback including (managing defensiveness and reframing objections)
Following up on feedback to reinforce behavioral change including (check-ins and progress tracking)
5. Building and Sustaining Mentoring Relationships
Establishing mentoring agreements including (expectations, boundaries, and confidentiality)
Setting mentoring goals aligned with career development including (skill-building, exposure opportunities, and networking)
Managing the mentoring relationship lifecycle including (initiation, development, and closure phases)
Addressing common mentoring challenges including (mismatched expectations, time constraints, and role ambiguity)
6. Applying Coaching and Mentoring in the Workplace
Integrating coaching conversations into regular management practice including (one-on-ones, performance reviews, and informal check-ins)
Coaching for performance improvement including (addressing underperformance and building capability)
Coaching for career development including (identifying strengths, aspirations, and growth opportunities)
Measuring coaching and mentoring impact including (engagement surveys, performance trends, and retention indicators)
7. Group Discussion and Case Studies
Case studies on effective and ineffective coaching interventions including (successful behavior change and stalled development scenarios)
Group discussion on common coaching and mentoring pitfalls including (over-directing, inconsistent follow-up, and unclear goals)
Sharing regional workplace best practices including (cross-generational mentoring and multicultural coaching considerations)
Discussion on embedding coaching culture within organizational leadership practices
1. Foundations of Coaching and Mentoring
Distinguishing coaching, mentoring, and management including (directive versus non-directive approaches)
Reviewing the ICF Core Competencies framework including (foundational skills, co-creating the relationship, and communicating effectively)
Understanding the organizational benefits of coaching and mentoring including (talent retention, leadership development, and performance improvement)
Identifying when to coach versus when to mentor including (skill development, career guidance, and problem-solving contexts)
2. Core Coaching Skills
Applying active listening techniques including (attentive silence, paraphrasing, and reflective summarizing)
Asking powerful questions including (open-ended framing, avoiding leading questions, and challenging assumptions)
Building rapport and psychological safety including (non-judgmental presence, empathy, and confidentiality)
Recognizing verbal and non-verbal cues including (tone shifts, body language, and hesitation)
Managing silence and pacing during coaching conversations
3. Structuring Coaching Conversations
Applying the GROW model including (Goal, Reality, Options, and Will stages)
Setting clear, measurable development goals including (SMART goal-setting principles)
Exploring current reality and obstacles including (self-assessment prompts and honest reflection)
Generating options and action commitments including (brainstorming techniques and accountability planning)
4. Effective Feedback Techniques
Delivering constructive feedback including (specific, behavior-focused, and timely delivery)
Balancing positive reinforcement with developmental feedback including (strengths-based framing)
Receiving and responding to pushback including (managing defensiveness and reframing objections)
Following up on feedback to reinforce behavioral change including (check-ins and progress tracking)
5. Building and Sustaining Mentoring Relationships
Establishing mentoring agreements including (expectations, boundaries, and confidentiality)
Setting mentoring goals aligned with career development including (skill-building, exposure opportunities, and networking)
Managing the mentoring relationship lifecycle including (initiation, development, and closure phases)
Addressing common mentoring challenges including (mismatched expectations, time constraints, and role ambiguity)
6. Applying Coaching and Mentoring in the Workplace
Integrating coaching conversations into regular management practice including (one-on-ones, performance reviews, and informal check-ins)
Coaching for performance improvement including (addressing underperformance and building capability)
Coaching for career development including (identifying strengths, aspirations, and growth opportunities)
Measuring coaching and mentoring impact including (engagement surveys, performance trends, and retention indicators)
7. Group Discussion and Case Studies
Case studies on effective and ineffective coaching interventions including (successful behavior change and stalled development scenarios)
Group discussion on common coaching and mentoring pitfalls including (over-directing, inconsistent follow-up, and unclear goals)
Sharing regional workplace best practices including (cross-generational mentoring and multicultural coaching considerations)
Discussion on embedding coaching culture within organizational leadership practices
Group Exercises
Team discussion on structuring an effective mentoring agreement including (goals, boundaries, and expectations)
Case study analysis on a stalled coaching relationship including (identifying causes and developing a corrective approach)
Gained Core Technical Skills
Ability to distinguish coaching, mentoring, and management approaches and apply each appropriately
Proficiency in active listening and powerful questioning techniques
Competency in structuring coaching conversations using the GROW model
Skill in delivering constructive, behavior-focused feedback
Ability to establish, manage, and sustain effective mentoring relationships
Services Geographical Coverage
In Tamkene Training Center or at our client's facility (On-Site), Covering All Saudi Arabia Cities and Locations:
Targeted Audience
Supervisors and managers responsible for employee development and performance conversations
Designated mentors supporting junior or newly hired employees
HR professionals and learning and development coordinators
Team leaders seeking to strengthen coaching-based leadership skills
Employees preparing to take on formal mentoring responsibilities
Practical Assessment
Role-play coaching conversation exercise including (applying the GROW model to a workplace development scenario)
Feedback delivery demonstration including (structuring and delivering constructive feedback in a simulated scenario)
Active listening exercise including (paraphrasing, questioning, and rapport-building in pairs)
Knowledge Assessment
Written evaluation on coaching versus mentoring principles including (definitions, applications, and the ICF Core Competencies)
Quiz on active listening and questioning techniques including (open-ended questions and reflective listening)
Assessment of feedback delivery principles including (specificity, timing, and behavior focus)
Review of the GROW model and its application stages
Why Choose This Course
Aligned with ICF Core Competencies for internationally credible coaching skill development
Delivers a complete learning journey from foundational listening and questioning skills through to structured coaching conversations
Applies the GROW model to real-world workplace scenarios, developing practical coaching capability
Structured role-play and feedback exercises build genuine conversational confidence
Incorporates regional workplace considerations including multicultural and cross-generational mentoring dynamics
Note: This course outline, including specific topics, modules, and duration, can be customized based on the specific needs and requirements of the client.
.webp)
Recommended Courses
.webp)
Suggested Questions
.webp)
The training I received from Tamkene was truly exceptional.
Dalal AlSaeed
.webp)
Choosing Tamkene for our professional development was a game-changer.
Wafi AlZayer
.webp)
Tamkene delivered quality training with a strong focus on standards. The organization and delivery exceeded our expectations.
Saad AlMisehal
Testimonial