Executive Mentoring & Coaching
Johannesburg: For future dates email email@example.com
Durbanville, Cape Town: For future dates email firstname.lastname@example.org
Durban North: For future dates email email@example.com
Single : R5,500.00 (R6,270.00 incl. VAT)
Group Bookings of 3 delegates or more: R4,500.00 (5,130.00 incl. VAT) per delegate – T&C’s apply.
In-house Training sessions: quotations available on request – email firstname.lastname@example.org
In today’s competitive world one will be left behind due to a lack of continuous learning. If we do not know how to renew ourselves regularly, we become obsolete. You can play a vital role in the lives of others, whether you are in a formal or informal leadership position.
The amazing thing is: “The moment you start focusing on the development of others, you will experience huge growth and development yourself!”
This workshop has been designed for managers, supervisors and all other staff who has a need to understand how they can impact on the life of others by helping them to become more effective employees.
This workshop will equip participants with the understanding and skills needed to lead other people to be motivated to develop themselves, whether it is to acquire one simple new skill, or to make a career change.
This is achieved through the balanced use of theoretical and practical input, many exercises and group participation.
Objectives of this workshop
- Learning environment is assessed and developmental roles are clarified.
- Insight into own beliefs and learning potential is gained.
- The development process and outcomes are understood.
- Coaching is understood and implemented.
- Mentorship is applied in appropriate situations.
- Development discussions and feedback on progress is conducted.
- Development is managed.
Who should attend?
Supervisors, Managers, Supervisors and anyone else who are either in a mentoring / coaching role or are interested in acquiring core skills on the subject.
Section 1: Introduction to Coaching & Mentoring
Learning environment is assessed and developmental roles are clarified.
- Leaning relationship triangle is understood.
- Learning environment is assessed.
- Individual readiness to develop is assessed.
- Readiness to facilitate the development of others is assessed.
Section 2: Self-Insight and learning potential
Insight into own beliefs and learning potential is gained.
- Beliefs about people are understood.
- Learning potential is assessed and understood.
Section 3: Development Process
The development process and outcomes are understood.
- Use of competencies in development is explained.
- Development process is understood.
- Developmental needs are identified.
- Development objectives are defined.
- Developmental methods are selected.
- Personal development plan is available.
Section 4: Coaching
Coaching is understood and implemented.
- Forms of coaching discussions are understood.
- Objectives of coaching are understood.
- Phases of coaching are understood.
- Coaching feedback takes place.
- Coaching planning takes place.
Section 5: Mentorship
Mentorship is applied in appropriate situations.
- The mentorship concept is understood.
- The characteristics of a mentor are understood.
- The role of a mentor is understood and assumed appropriately.
Section 6: Development & Feedback
Development discussions and feedback on progress is conducted.
- A development discussion between manager and team member is conducted.
- A development discussion agenda is followed.
- Feedback on development is given.
Section 7: Management of Development
Development is Managed
- Personal records are available containing relevant training and development information.
- Training costs are managed.
- Training and development are evaluated to ensure that requirements are met.