1. What is the difference between Mentoring and Coaching?
Coaching is about results.
The focus is on the role and skills needed.
Facilitates learning of the individual towards an end result.
Mentoring is relationship based.
The focus is on the person and their career.
Facilitates individual growth.

2. Objective of Coaching Skills Workshop
To introduce a coaching framework to be used within a mentoring relationship.
To discuss and apply coaching skills to be used in OW traineeship.

3. Difference between Mentor and Coach
Usually a more senior person
Assists with career guidance
Role model, guide
Often uses coaching skills
Coach
Goal Oriented
Encourages learning
Provides feedback and suggestions
Builds a positive environment

4. The Informational Mentor (the sage on stage)
Draws on experience
Acts as a role model, leads by example
Provides a step by step to problem solving
Communication is more one way – advice and information
Teaches, praises and helps the person get started
Suitable when the trainee/mentoree is new and the mentoring relationship is beginning.
Suitable when the person doesn’t have a lot of confidence to decide for themselves.

5. The Guiding Mentor (Guide on the Side)
Makes suggestions and persuades
Probes and draws out ideas
Makes the person accountable and ensures they stay on track
Takes time to understand the impact of particular course of action
Person (OW Trainee) has the ability and confidence to explore ideas and try out mentor suggestions
There is a rapport between the participants in the mentoring relationship.

6. The Collaborative Mentor (Collegial team player)
Uses a joint approach to decision making and problem solving
Expects both parties to make a significant contribution to the relationship
Discusses issues openly and frequently
Utilises brainstorming
Works with trainee in a collaborative fashion
Suitable if the person (OW trainee) is proactive.
Must be capable of collaborative decision making
Spends frequent time with the mentor

7. The Confirming Mentor (Empathetic Sounding Board)
Listens empathically
Clarifies goals, directions and ideas
Encourages individual decision making
Believes individual is responsible for own decision making
Acts as sounding board
Waits to be consulted
Participant (OW trainee) must be confident and proactive
Approaching the end of the mentoring relationship
Just needs ideas validated but they are on the right track.

8. Setting Goals for a Coaching Session
Be specific – What results are expected out of the session? What needs to be done?
Be measurable – How will you know the goal has been met?
Be action oriented – In what way will the goal be carried out?
Be Realistic – Is the goal achievable?
Time frame – When is it to be achieved?

9. The Grow Model of Coaching
Builds on a series of questions that form the basis of each coaching session.
Each session is designed to move the person towards an identified goal.

10. Practicing the GROW Model
Goals – Set goals, write them down, what does the trainee want out of the session?
Reality – Invite them to tell you their story about the goals
Options – Brainstorm options to move towards goals
Wrap up – Identify steps to reach goals, write action plan