Educating HR as champions of coaching and mentoring

It is very difficult to engage the organization with coaching, if the HR community isn’t fully supportive. HR people are often:

  • Distracted by other priorities, because it doesn’t recognize how a coaching & mentoring approach could help achieve those priorities
  • Unsure of their own competence in demonstrating coaching and mentoring
  • Insufficiently knowledgeable to make the case for coaching and mentoring to leaders

Our pragmatic approach here is to educate and support HR, both centrally and in the field. We have designed a support package consisting of:

  • One-day intensive briefing on Becoming a champion for coaching and mentoring. This covers a wide range of topics, including:
    • How to support line managers as coaches
    • When to use coaching and mentoring
    • Guidelines for selecting executive coaches / matching them with clients
    • How to make the business case for coaching and mentoring
    • HR’s role in supporting the move towards a coaching and mentoring culture
    • A series of additional intensive workshops, including:
      • Designing and managing mentoring programmes
      • Mentoring basics train the trainer
      • Coaching basics train the trainer
      • How to run an effective coach assessment centre
      • A two-day coaching and mentoring skills development for HR professionals, aimed at increasing their confidence in role
      • A portfolio of support materials on all of these topics, to be included on the organization’s intranet

The train the trainer workshops come with an extensive array of support materials, including an e-book of 70 exercises in mentoring training.  An annual licence is usually required in respect of train the trainer.

Creating a coaching and mentoring culture

This two-day, two-part workshop facilitates HR and other invited stakeholders in identifying what a coaching and mentoring culture would look like, whether this is truly what they want to achieve, and the steps required to make it happen. Day one aims to clarify the broad strategic objectives and how a coaching and mentoring strategy would support and integrate with other medium- and longer-term business priorities. It explores all the key components of a coaching and mentoring strategy, including:

  • Gaining leadership commitment and role models
  • Developing the skills of line managers as coaches; and employees generally as effective coachees
  • Selection and use of external coaches
  • Developing an internal cadre of semi-professional coaches
  • Role of HR as champions of coaching and mentoring
  • Design and implementation of sustainable mentoring programmes
  • Measure of coaching quality and progress towards a coaching and mentoring culture

Between day one and day two, there is a period of extensive data gathering, which includes research to understand the barriers to creating a coaching and mentoring culture. This usually takes at least four weeks.

Day two consolidates the data into a coherent strategy, with outline plans and budgets.

Creating coaching cultures in the team

It is becoming increasingly clear that the fulcrum for cost-effective and sustainable route to creating a coaching culture is the work team. When the team and its leader learn about coaching together and take collective responsibility for learning, in an environment of high psychological safety, very rapid and positive culture changes take place. These exemplar teams then become examples for others. Building on the experience of a number of companies that have experimented with this concept, we are able to offer proven processes, which:

  • Help the team pace its learning about coaching over a number of months, so that a “coaching mindset” has time to become established
  • Ground the development and practice of coaching capability in the day-to-day work of the team

The key elements of this approach are:

  • Practical diagnostics and learning materials that take very little time, but are powerful stimulants to team dialogue
  • Facilitation of monthly team meetings, where these learning dialogues can happen (we can provide experienced facilitators or train in-house people into the role)
  • Access to a library of on-line support materials

Mentoring Train the Trainer

Particularly for large-scale mentoring programmes or for multi-country programmes, it makes economic sense to develop an in-house capability to deliver mentor and mentee training.  This intensive, two-day workshop equips experienced trainers with everything they need to design and deliver effective mentoring workshops. Included in the support materials are:

  • A detailed Trainer’s Guide
  • A full set of slides on the fundamentals of mentoring, plus slides on specialist areas of
  • A master copy of the Participant’s Manual
  • An extensive toolkit of handouts
  • An extensive manual of training exercises in mentoring

This service involves a license, renewable after three years.

Mentoring Programme Manager Training

Running a mentoring programme requires a considerable amount of expertise. This intensive, two-day workshop is designed to take you through every aspect of planning, implementing, sustaining and measuring a mentoring programme. Included in the support materials are:

  • A detailed Programme Manager’s Guide
  • Case studies
  • Templates for selection, matching, measurement etc
  • Extensive background materials
  • Self-assessment guide for the International Standards for Mentoring Programmes in Employment

Participants have an option to become an Accredited Mentoring Programme Manager. This requires further self-study and completion of both a learning log, based on implementing a mentoring programme and a short dissertation.

Course Benefits:

  • Enables you to learn from the practical experience of hundreds of mentoring programmes around the world
  • Equips you with the templates you need to design and implement each stage of a mentoring programme
  • Enables you to sell the mentoring programme to potential participants, and to key stakeholders, including the leadership team
  • Introduces you to a global community of mentoring expertise
  • Saves costs by ensuring you avoid the most common mistakes in setting up and running mentoring programmes
  • Gives you confidence in your ability to make your programme work
  • Provides the tools you need to monitor progress, evaluate outcomes and accredit your mentoring programme against international standards

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