Management Series Part 1 – Effective Coaching and Mentoring

In this sessions delegates will be introduced to key tools and techniques including:

• • Coaching and mentoring models (GROW, OSCAR, CLEAR)
  • Using the key skills of:
    • Building rapport
    • Listening
    • Using intuition
    • Questioning
    • Providing feedback
    • Language style

• Delegates will learn in the session the application methods of the following tools and techniques:
  • • Action learning sets
    • Perceptual positioning
    • The rule of 3

In this interactive session, delegates will develop key strategies for embedding the following coaching and mentoring techniques: 

• • The stop model
  • The NIP model for feedback
  • The precision model
  • The coaching circle
  • STOKER

• Assess structural, cultural and organisational barriers
• Examine practical examples of an organisation that has used change management tools to improve a service
• Utilise your leadership skills to overcome obstacles to change in a practical way
• Work in groups, to determine how you are going to bring about change within your organisation
• Utilise management techniques to influence the change process

• Develop communication strategies to inform your staff about change
• Communicate your vision to your staff and key stakeholders
• Utilise practical tools to communicate change in a fast-paced environment

• Identify the key managers to speak to by using mapping techniques
• Learn how to pitch your vision to senior managers
• Effectively demonstrate the ROI for change to your senior managers
• Use effective language, style and tone to create persuasive communications
• Manage effective conversations with senior managers

• Engender an appreciation for change amongst your staff
• Highlight the benefits for change to your staff: career progression and professional development
• Gain full buy-in from all your staff
• Align your staff to your organisation’s corporate objectives
• Learn how to manage difficult staff throughout the change process
• Maintain morale throughout the change process

• Take a pragmatic approach to delivering change
• In groups and with the trainer take back an action plan to engage key stakeholders
• Ensure your organisation is ‘change-ready’
• Take to your organisation evaluation tools to ensure success
• Develop effective strategies to deliver change within your organisation

• The performance pyramid – linking the individual to the organisation’s objectives
• 121s and appraisal
• Skills needed for effective performance management

• Developing your performance management matrix
• Setting individual objectives
• Getting the most out of role-modelling

• The performance management cycle
• Drivers of performance and understanding difference
• Structuring, preparing and sharing responsibility

• The underperformer
• The superstar (and frustrated) performer
• The ‘does just enough’ performer

• Develop techniques to continuously evaluate staff performance
• Create practical strategies to improve performance
• Ensure your staff’s performance is matched to your organisations strategic goals
• Take back an action plan for people performance management