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Course Outline
Introduction to Mentoring and Coaching
- Defining mentoring vs. coaching: roles, relationships, and professional boundaries
- When to use mentoring vs. coaching in the workplace
- The impact of coaching/mentoring on staff retention, engagement, and performance
- Building trust, psychological safety, and developmental relationships
- Practical Activity: Scenario sorting exercise – identifying appropriate use cases for each approach
- Maps to: State the difference between mentoring and coaching
Theories of Learning
- Core adult learning theories: Andragogy, Kolb’s Experiential Learning, Brookfield’s Critical Reflection
- How motivation, prior experience, and readiness influence workplace learning
- Designing development experiences that align with adult learning principles
- Practical Activity: Mapping a real staff development challenge to a relevant learning theory
- Maps to: Discuss relevant learning theories
Understanding Learning Styles
- Overview of learning preference models (VAK, Kolb, Honey & Mumford) and practical application
- Moving beyond fixed labels: adapting delivery for cognitive diversity
- Strategies for flexible coaching/mentoring communication
- Creating inclusive and personalized development pathways
- Practical Activity: Learning preference self-assessment + pair exercise: adapting one coaching technique for two different styles
- Maps to: Describe different learning styles
Effective Feedback
- Feedback vs. criticism vs. praise: timing, tone, and impact
- Structured feedback models (SBI: Situation-Behavior-Impact; COIN; Pendleton’s)
- Delivering constructive feedback with clarity and empathy
- Receiving feedback gracefully and fostering a growth mindset
- Practical Activity: Structured role-play drills with peer feedback and facilitator coaching
- Maps to: Explain the feedback model
Principles of Coaching
- Core coaching mindset: inquiry over advice, partnership over direction
- Active listening, powerful questioning, and present-moment awareness
- Ethical boundaries, confidentiality, and managing resistance or deflection
- Creating accountability without micromanaging
- Practical Activity: Question crafting drill (open vs. closed, powerful vs. leading)
- Maps to: Outline basic coaching principles
The GROW Coaching Model
- Deep dive into GROW: Goal, Reality, Options, Will/Way Forward
- Structuring coaching conversations for clarity, ownership, and action
- Common pitfalls and how to navigate them
- Integrating GROW with feedback and adult learning principles
- Practical Activity: Triad practice – guided GROW coaching simulations with structured debrief
- Maps to: State the component parts of the GROW coaching model
Integration, Action Planning & Course Wrap-up
- Synthesizing mentoring/coaching skills into a personal development framework
- Drafting a 30-day workplace coaching/mentoring action plan
- Q&A, resource distribution, and continuous learning pathways
- Course evaluation and certification/assessment (if applicable)
- Maps to: All objectives
Requirements
- Designed for individuals involved in workplace training, supervision, or staff coaching to meet personal or organizational objectives
- No prior certifications are necessary
- Advanced proficiency in written and spoken English is required
7 Hours
Testimonials (3)
I especially appreciated the instructor’s ability to give thorough, well-explained answers to questions specific to my personal situation.
HASAN TAHA URLU - Huber Turkiye
Course - Assertiveness
I enjoyed how practical it was, Irma was approachable and able to answer/research our questions, able to give us useful information and tips, helped me on my journey with AI.
Breandan - Health Quality and Safety Commission
Course - AI-Powered HR: Transforming the Future of People Management
All interaction between Elodie and us . Good ratio theory/practice.
