Coaching & Mentoring for Employee Development Training Course

Course Overview

Learning Objectives

• Analyze the differences between coaching, mentoring, training, and counseling and select the most appropriate approach for different development situations on Day 1.
• Apply the GROW model to structure coaching conversations focused on clear goals and actionable outcomes.
• Strengthen active listening and powerful questioning skills through observed practice sessions with structured feedback.
• Develop the ability to build trust, rapport, and psychological safety in one-to-one development relationships.
• Apply structured feedback models to deliver constructive and motivating feedback on performance and behavior.
• Implement coaching approaches to address performance gaps, develop new skills, and support employees through change.
• Design a mentoring relationship framework, including goals, roles, agreements, meeting structure, and review points.
• Develop a mentoring program outline covering objectives, participant selection, matching, preparation, monitoring, and evaluation.
• Align coaching and mentoring activities with individual development plans, performance management, and succession planning.
• Assess ethical, confidentiality, and boundary considerations in coaching and mentoring relationships.
• Evaluate the effectiveness of coaching and mentoring using practical indicators at individual and organizational levels.
• Design a personal coaching and mentoring action plan for application with the participant's team by the end of Day 5.

Who Should Attend

Learning Outcomes

• By the end of the course, participants will be able to:
• Choose the most effective development approach, whether coaching, mentoring, instruction, or referral, for a given situation.
• Conduct a structured coaching conversation using the GROW model from goal setting to agreed actions.
• Use active listening and open, powerful questions to help employees think through challenges and find their own solutions.
• Build trust and create an environment where employees feel safe to discuss difficulties and development needs.
• Deliver clear, balanced, and specific feedback that encourages improvement and maintains motivation.
• Coach employees through performance issues with a focus on causes, commitment, and follow-up.
• Establish a mentoring relationship with a clear agreement, goals, boundaries, and review schedule.
• Share knowledge and experience as a mentor in a way that builds the mentee's independence and judgment.
• Design the key elements of a formal mentoring program for their organization.
• Link coaching and mentoring outcomes to IDPs, performance reviews, and career development.
• Handle common challenges such as resistance, lack of commitment, dependency, and confidentiality concerns.
• Apply a personal action plan to integrate coaching and mentoring into their regular management practice.

Course Outline