1. Undertaking Coaching/Mentoring in the workplace and reflecting on workplace Coaching/Mentoring skills
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2. Welcome Back
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3. Content
Consider the planning, organising and undertaking of your coaching/mentoring sessions
Revisit diaries, feedback and reflections evidence of your coaching/mentoring activity
Complete reflective logs from evidence and review own workplace coaching/mentoring
Draw conclusions on your own abilities as a coach/mentor
Identify areas for improvement
Next steps – Personal Development Plan
C&M Award GLLM

4. Consider the planning, organising and undertaking of your coaching/mentoring sessions
Group discussion
Planning of sessions –
Challenges?
Risks?
Linking in with organisational goals and priorities?
Recording of sessions?
Resources?
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5. Consider the planning, organising and undertaking of your coaching/mentoring sessions
Group discussion
Organising the sessions –
Challenges?
Contracting?
Individual and organisational requirements?
Scope of what is included in the session/s?
The coachee/mentee – relationship?
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6. Consider the planning, organising and undertaking of your coaching/mentoring sessions
Group discussion
Undertaking the sessions -
The coachee/mentee – relationship?
Diagnostic and assessment tools utilised?
Communication skills utilised?
Record keeping - challenges?
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7. Revisit diaries, feedback and reflections evidence of your coaching/mentoring activity
Why do you need to reflect on your coaching/mentoring?
What methods of reflection are there?
Which methods did you use and why?
What documentation did you use to record this and why?
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8. Complete reflective logs from evidence and review own workplace coaching/mentoring
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9. Knowledge, Skills and Behaviours
 KNOWLEDGE
ORGANISATIONAL GOALS, AIMS, CONTEXT
PERFORMANCE MEASURES
ORGANISATIONAL POLITICAL SCENE
SKILLS
GIVING FEEDBACK
LISTENING
QUESTIONING
COACHING
CHALLENGING
SUPPORTING
MONITORING
PRIORTISING
BEHAVIOURS
DESIRE TO HELP OTHERS
ENTHUSIASTIC
POSITIVE
FLEXIBLE
ACCESSIBLE AND APPROACHABLE
VOLUNTEER
OPEN
SELF AWARE AND SELF CRITICAL
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10. Reflection Models
Johns
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11. Reflection Models
Gibbs
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12. Reflection Models
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13. Reflection Models - exercise
Using one of the models above put together a brief PowerPoint presentation (maximum 5 minutes) reflecting on your recent coaching/mentoring activity.
Include what feedback you personally received from the coachee/mentee and/or other stakeholders
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14. Draw conclusions on your own abilities as a coach/mentor
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15. Draw conclusions on your own abilities as a coach/mentor
EXERCISE – IN PAIRS
What types of questions were utilised when communicating with your coachee/mentee?
Which did you find most useful?
What communication techniques did you use?
How did you listen? – three basic listening modes – combative/competitive, attentively/passively, actively/reflectively?
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16. Draw conclusions on your own abilities as a coach/mentor
ARE YOU EMOTIONALLY INTELLIGENT?
Complete a short questionnaire - Moodle
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17. Draw conclusions on your own abilities as a coach/mentor
REFLECTION-
Complete a SWOT analysis now that your coaching/mentoring activities have taken place
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18. Draw conclusions on your own abilities as a coach/mentor
EXERCISE –KEY DEVELOPMENT NEEDS
What types of questions were utilised when communicating with your coachee/mentee?
Which did you find most useful?
What would you do differently next time?
What communication techniques did you use?
How did you listen? – three basic listening modes – combative/competitive, attentively/passively, actively/reflectively?
How did you give feedback?
Was it effective?
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19. Draw conclusions on your own abilities as a coach/mentor
EXERCISE –KEY DEVELOPMENT NEEDS
What impact did you have on the individual?
What impact (if any) did you have on their performance?
Did things change (for the better) having coached/mentored the individual/s?
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20. Identify areas for improvement
FLIP x 3 - EXERCISE –
PRIORITISE YOUR TOP 3 AREAS FOR DEVELOPMENT AS A COACH/MENTOR
GROUP DISCUSSION ON FINDINGS
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21. Next steps – Personal Development Plan
COMPLETE YOUR PERSONAL DEVELOPMENT PLAN
FEEDBACK TO THE GROUP
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