All you wanted to know about coaching and mentoring

by Toronto Training and HR

October 2015

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CONTENTS3-4 Introduction5-6 Definitions7-9 GROW and GAINS10-11 SMART12-14 Questions to ask before setting objectives15-16 Effects on the progress towards objectives 17-18 Tips on selecting a coach19-20 Attributes of a coach21-22 Major types of coaching23-24 Performance coaching25-26 Coaching and the independent operator27-29 A coaching climate30-31 Coaching a toxic boss32-34 The Head Heart Gut model35-36 The Five Cs37-38 Advantages of mentoring39-40 Items to be included in mentoring contracts 41-42 Skills needed by a mentor43-44 Common mistakes made during mentoring45-46 Pressure points that can undo a mentoring program47-49 Steps in the process50-51 Conclusion, summary and questions

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Introduction

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Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers

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Definitions

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Definitions • Coaching• Mentoring

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GROW and GAINS

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GROW and GAINS 1 of 2

• Goal• Reality• Options• What/when/whom/

will

GROW and GAINS 2 of 2

• Goal• Assessment• Ideas• Next steps• Support

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SMART

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SMART • Specific• Measurable• Realistic• Achievable• Time-bound

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Questions to ask before setting objectives

Questions to ask before setting objectives 1 of 2

• Are the objectives too specific?

• Are the objectives too challenging?

• Who sets the objectives?

• Is the time horizon appropriate?

• How might objectives influence risk taking?

• How might objectives motivate unethical behaviour? Page 13

Questions to ask before setting objectives 2 of 2

• Can objectives be tailored for individual abilities and circumstances while preserving fairness?

• How will objectives influence organizational culture?

• Are individuals intrinsically motivated?

• What type of objective is most appropriate given the organization’s objectives?

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Effects on the progress towards objectives

Effects on the progress towards objectives

• Motivation• Contextual awareness• Ownership• Clarity• Measurability• Stability• Link to personal

values• Previous experience

of goal pursuit

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Tips on selecting a coach

Tips on selecting a coach

• Define desired outcomes

• Interview coaches• Decide if

assessment is necessary

• Be committed

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Attributes of a coach

Attributes of a coach

• Internal• External

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Major types of coaching

Major types of coaching

• Performance coaching

• Holistic coaching• Content coaching• Manager as coach

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Performance coaching

Performance coaching

• Acknowledge• Institute• Check

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Coaching and the independent operator

Coaching and the independent operator

• Foundational skills• Product information• Employee

empowerment

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A coaching climate

A coaching climate 1 of 2

Key areas of management behaviour• Clarity• Commitment• Standards• Responsibility• Recognition• Teamwork

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A coaching climate 2 of 2

Steps to create the right climate• Climate survey• Action plan• Involvement• Results

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Coaching a toxic boss

Coaching a toxic boss

• The narcissist• The manic-

depressive• The passive-

aggressive• The emotionally

disconnected

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The Head Heart Gut model

The Head Heart Gut model 1 of 2

• Head• Heart• Gut

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The Head Heart Gut model 2 of 2

• Getting started• Staying on track• Moving on

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The five Cs

The five Cs • Contract• Context• Culture• Circumstance• Content

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Advantages of mentoring

Advantages of mentoring • Mentors

• Mentees• Organizations• As a training method

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Items to be included in mentoring contracts

Items to be included in mentoring contracts

• A promise to meet regularly

• A promise to focus during the meeting

• A promise to focus on discussing business

• A promise to speak honestly

• A promise to speak fairly

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Skills needed by a mentor

Skills needed by a mentor

• Listening skills• Questioning skills• Advising skills• Storytelling skills• Resourcing skills

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Common mistakes made during mentoring

Common mistakes made during mentoring

• Mentors don’t understand their roles

• Retailer mismatch mentors and protégés

• The wrong protégés may be selected

• Organizations let the programs go unattended

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Pressure points that can undo a mentoring

program

Pressure points that can undo a mentoring program

• Support• Potential• Leadership• Outcomes• Measurement

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Steps in the process

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Steps in the process-mentoring

• Initiate the mentor-mentee relationship

• Define the mentor-mentee relationship

• Plan the education, training and development of the mentee

• Review the planned education, training and development of the mentee

• Perform continuous mentoring-related activities

Steps in the process-coaching

• Initiate the coach-learner relationship

• Identify the task that the learner must be able to perform

• Prepare the learner for the coaching

• Conduct the coaching sessions

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Conclusion, summary and questions

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Conclusion, summary and questions

ConclusionSummaryVideosQuestions