Coaching and mentoring 2016
-
Upload
timothy-holden -
Category
Business
-
view
214 -
download
0
Transcript of Coaching and mentoring 2016
![Page 1: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/1.jpg)
Go from good to great by…EMPLOYING COACHING OR
MENTORING APPROACHESLondon HR and Training
July 2016
![Page 2: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/2.jpg)
Introduction
Page 2
![Page 3: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/3.jpg)
Intro - London HR and Training
• London HR and Training is a specialist human resources and training consultancy headed by Timothy Holden
• 10 years in banking• 20 years in training and human resources• Business owner since 2007• The core services provided by London HR and
Training are:- Reducing costs and saving time through bespoke HR initiatives and projects- Training course design and delivery- Services for job seekers
Page 3
![Page 4: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/4.jpg)
Contents5-6 Definitions7-8 Motivators for obtaining coaching9-10 Aims of coaching as stated by employers11-12 Situations where coaching is a suitable development tool13-14 Choosing a coach15-16 Areas to include in a coaching agreement17-19 Becoming a better coach20-21 Coaching strategies for managers22-23 Process for coaching through questions24-25 Coaching techniques that inspire people to improve26-27 Routes to building a coaching culture28-29 Pitfalls to avoid with coaching30-31 Apps for coaching and mentoring32-33 Levels of dialogue for mentoring34-35 Characteristics to look for when seeking a mentor36-38 Guidelines for high impact mentoring39-40 Benefits of ongoing groups for mentoring41-42 Strategies for mentoring program managers43-44 A broadening of the purpose of mentoring45-46 Building blocks of mentoring in 201647-48 Exercise49-50 To sum up…
![Page 5: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/5.jpg)
Definitions
Page 5
![Page 6: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/6.jpg)
Definitions• Coaching• Mentoring
Page 6
![Page 7: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/7.jpg)
Motivators for obtaining coaching
![Page 8: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/8.jpg)
Motivators for obtaining coaching
• Self-confidence• Work-life balance• Career opportunities
Page 8
![Page 9: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/9.jpg)
Aims of coaching as stated by employers
![Page 10: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/10.jpg)
Aims of coaching as stated by employers
• Assist performance management• Prepare and support people in
leadership roles• Support learning and
development
Page 10
![Page 11: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/11.jpg)
Situations where coaching is a suitable
development tool
![Page 12: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/12.jpg)
Situations where coaching is a suitable development
tool• Helping competent technical experts develop better interpersonal or managerial skills
• Developing an individual’s potential and providing career support
• Developing a more strategic perspective after a promotion to a more senior role
• Handling conflict situations so that they are resolved effectively
Page 12
![Page 13: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/13.jpg)
Choosing a coach
![Page 14: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/14.jpg)
Choosing a coach• Find a certified or accredited
coach• Check references and experience• Test-drive the coach
Page 14
![Page 15: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/15.jpg)
Areas to include in a coaching agreement
![Page 16: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/16.jpg)
Areas to include in a coaching agreement
• Confidentiality• Duration • Cost• In person, online or by telephone• External or internal
Page 16
![Page 17: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/17.jpg)
Becoming a better coach
![Page 18: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/18.jpg)
Becoming a better coach 1 of 2
• Listen• Silence• Unconditional positive regard
Page 18
![Page 19: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/19.jpg)
Becoming a better coach 2 of 2
What can organisations do?• Coaching managers to coach
better• The thinking partner-investing in
high and low performers• Quality coaching rather than
‘just’ coaching• Establish a coaching culturePage 19
![Page 20: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/20.jpg)
Coaching strategies for managers
![Page 21: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/21.jpg)
Coaching strategies for managers
• Build a foundation of trust• Clear communication• Be a motivator and morale
builder• Listen• Ask powerful questions
Page 21
![Page 22: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/22.jpg)
Process for coaching through questions
![Page 23: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/23.jpg)
Process for coaching through questions
• Issue (problem)• Impact (present status)• Ideal (future state)• Intention (plan)
Page 23
![Page 24: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/24.jpg)
Coaching techniques that inspire people to
improve
![Page 25: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/25.jpg)
Coaching techniques that inspire people to improve • Coach the positive rather than
critique the negative• Use lead-in statements• Ask the other person what he or
she needs to learn• Focus on the future
Page 25
![Page 26: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/26.jpg)
Routes to building a coaching culture
![Page 27: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/27.jpg)
Routes to building a coaching culture
• One-to-one coaching; discovery, development and deepening
• Developing leaders as coaches• Team coaching
Page 27
![Page 28: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/28.jpg)
Pitfalls to avoid with coaching
![Page 29: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/29.jpg)
Pitfalls to avoid with coaching
• Failure to prioritize• Desire to overuse• Failure to position properly
Page 29
![Page 30: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/30.jpg)
Apps for coaching and mentoring
![Page 31: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/31.jpg)
Apps for coaching and mentoring
Points to bear in mind• Be patient• Be fun• Be accessible• Understand your audience
Page 31
![Page 32: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/32.jpg)
Levels of dialogue for mentoring
![Page 33: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/33.jpg)
Levels of dialogue for mentoring
• Idea/opinion level• Behavioural observation level• Feeling level• Judgment/assumption level
Page 33
![Page 34: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/34.jpg)
Characteristics to look for when seeking a
mentor
![Page 35: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/35.jpg)
Characteristics to look for when seeking a mentor
• Experience of both success and failure
• Experience in the sector or industry
• Someone who is easy to get along with
• Someone who it is possible to build a long-term relationship with
• Someone who is honest and direct
Page 35
![Page 36: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/36.jpg)
Guidelines for high impact mentoring
![Page 37: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/37.jpg)
Guidelines for high impact mentoring 1 of 2
• Don’t start a mentoring program unless you have got a strange hunger for failure
• Separate life and death technical knowledge that must be taught from other life and death essentials that are the real focus of mentoring
Page 37
![Page 38: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/38.jpg)
Guidelines for high impact mentoring 2 of 2
• Choose one or two people who bring a lot to the business performance table
• Inspired mentoring begins with a different set of assumptions
• The secret behind inspired mentoring is that mentors benefit as much as protégés
Page 38
![Page 39: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/39.jpg)
Benefits of ongoing groups for mentoring
![Page 40: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/40.jpg)
Benefits of ongoing groups for mentoring
• Supervision from an external mentoring expert
• Opportunity to sharpen their mentoring skills
• Peer mentoring• Reassurance in the role• Being part of a trusted group
Page 40
![Page 41: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/41.jpg)
Strategies for mentoring program
managers
![Page 42: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/42.jpg)
Strategies for mentoring program managers
• Be prepared• Let your commitment show• Make your own growth and
development a priority• Challenge yourself• Keep your antennae up• Think leadership succession• Don’t go it alonePage 42
![Page 43: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/43.jpg)
A broadening of the purpose of mentoring
![Page 44: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/44.jpg)
A broadening of the purpose of mentoring
• Increasing an organisation’s intelligence
• Enhancing an organisation’s ability to compete
• Accelerating employee development
Page 44
![Page 45: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/45.jpg)
Building blocks of mentoring in 2016
![Page 46: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/46.jpg)
Building blocks of mentoring in 2016
• Open and egalitarian• Diverse• Broad and flexible• Self-directed and personal• Virtual and asynchronous
Page 46
![Page 47: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/47.jpg)
Exercise
![Page 48: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/48.jpg)
Exercise
Page 48
![Page 49: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/49.jpg)
To sum up…
![Page 50: Coaching and mentoring 2016](https://reader031.fdocuments.us/reader031/viewer/2022030314/588646141a28ab32768b537f/html5/thumbnails/50.jpg)
To sum up…• Conclusion• Summary• Videos• Useful links
Page 50