Coaching and Mentoring for Peak Performance
COACHING AND MENTORING FOR PEAK PERFORMANCE
A practical workshop to help transform managers and supervisors into coaches and mentors.
Learn how to:
- Motivate employees beyond their expectations
- Set objectives with employees to build ownership and accountability
- Recognize superior performance
- Deal assertively with poor performance
- Help employees take ownership for their own issues and concerns
- Train employees effectively
- Develop customized learning plans for team members
Great organizations achieve their full potential because they have exceptional people. But few people are born great. Nor are most people exceptional the day they begin work. They become high performers after they have been trained and given the opportunity and encouragement to use their knowledge and skills. With limited resources-time and money-it is becoming increasingly difficult to train people in all the skills that they need. So, organizations need to look at innovative ways to develop their people.
Coaching and mentoring are critical performance improvement skills that every manager should be using to improve the confidence and competence of team members.
At this fast paced, skill-laden workshop, you will get the skills, confidence and tools to bring about a revolution in the way people are developed in your organization or work area. Implementation of this Coaching & Mentoring system will make your team memebrs more self-reliant, competent and effective. And it will improve operating results and cut costs normally associated with training, significantly.
We'll send you back to work with an action plan that you can put into practice right away!
LENGTH OF PROGRAM
WHO SHOULD ATTEND
Line manager, interested in developing the skills of employees, especially those anxious to develop the next generation of leaders.
BENEFITS OF ATTENDING
After this workshop participants will be able to:
- Use a variety of coaching skills used by top sports coaches;
- Identify their strengths and weaknesses as a coach & mentor;
- Identify their preferred coaching style and evaluate its appropriateness;
- Learn new ways of coaching people to achieve improved performance;
- Provide a solid platform for improved performance based on trust gained through closer relationships;
- Improve performance by raising expectations;
- Setting challenging goals with employees to increase ownership and responsibility;
- Make better use of measurement to ensure that team members are more accountable for their own perfrmance;
- Recognize and reward people in new and innovative ways;
- Deal assertively with poor performance;
- Enable employees to solve their own problems;
- Develop a learning plan for people that fits with their preferred learning style;
- Empower employees to take responsibility for their own learning and career development.
The Manager's Changing Role in Training and Coaching
- The purpose of your organization & your role as coach/mentor.
- The role of the manager in developing people.
- How training impacts organizational effectiveness.
- Managing, Leading, Coaching and Mentoring compared.
- Alternative styles of coaching.
- 3 approaches to coaching: sounding board, facilitator and advisor.
- When to use each style to be most effective.
- Feedback on your style of coaching
- Adjusting your style to suit the maturity of your people.
- Action planning to make changes.
Advanced Coaching skills
- Establishing the foundation: building trust through closer relationships.
- Raising the performance bar by raising expectations.
- Setting SMART goals with, not for employees.
- Balancing individual needs with that of the organization.
- Rewarding people for excellence - a new approach to an old problem.
- The challenge of dealing with unacceptable performance without ever having to do a disciplinary interview.
- The top 10 principles of giving constructive feedback.
- How to improve your performance appraisal process.
Introduction to Mentoring
- The 3 reasons why most mentoring relationships fail
- Mentoring and coaching compared.
- The characteristics of an ideal mentor.
- Matching mentor and protege.
- Opportunities to act as a mentor with your own employees.
- Getting started on the right foot. Structuring the first and subsequent meetings.
- The ideal mentoring meeting.
- The "puppy principle".
- 3 alternative roles for a mentor: how and when to use each.
Evaluation of your Coaching and Mentoring Skills
- Having what it takes: self-analysis using the Life Styles Inventory instrument.
- Simulation and the creation of your own development plan.
- 360 degree feedback: comparing perceptions with reality.
- Gap analysis and action planning.
People Development: Training and Learning
- Why develop a learning plan?
- Key elements of a plan: LEARN and SOS
- Learning styles its impact on the plan.
- Alternative strategies to develop people and maximize their contribution to the organization
As part of the program, participants will receive:
- A pragmatic guidebook containing step-by-step instructions on how to set up your own Coaching & Mentoring system.
- A signed copy of one of Cy Charney's easy to use management books to be used as a tool for coaching.
- Constructive and objective feedback using 2 instruments - the LEAD and LSI
- Lots of hand-on practice to coach and mentor.
FEEDBACK FROM PARTICIPANTS FROM A COURSE AT THE SCHULICH SCHOOL OF BUSINESS AT YORK UNIVERSITY
"During the 2 days Cy Charney has provided us with a remarkable program! The logical, simple but complete strategy, tools, and system are an answer to the training and development issues of forward-thinking corporations."
Lynn Cook, Manager, Training, Credential Group, Vancouver, B.C.
"Cy's relaxed style is complemented by his vast knowledge and experience. He is an expert and a great communicator."
FEEDBACK FROM A CORPORATE IN-HOUSE WORKSHOP IN HUNTSVILLE, ONTARIO.
"Excellent, passionate, 'walks the talk'".
"Enjoyed this tremendously. Well presented class."
"Cy, it was a great class."
"Thank you for sharing and giving a wealth of information."
"Cy was excellent. Very enthusiastic, knowledgeable & informative. A great teacher. Lots of humour."
FEEDBACK FROM PARTICIPANTS OF A CLASS AT THE CENTRE FOR ADDICTION AND MENTAL HEALTH, IN TORONTO
"Practical. More than I had expected. The course was very well structured. Excellent use of class time to plan, commit, develop Peer Training sessions. It probably wouldn't happen if we were asked to work on it after the course."
"Cy was enthusiastic and passionate."
"It will be immensely useful".
FEEDBACK FROM PARTICIPANTS OF A CLASS AT THE CENTRE FOR MANAGEMENT DEVELOPMENT AT HE SAUDER SCHOOL OF BUSINESS AT UBC,VANCOUVER, BC.
"Lots of information in 2 days. One on one was great."
"Dynamic course covered a lot of areas but put across in a timely manner."
"Cy was very effective & related experiences well."
An e-mail receiver a year after the workshop:
"Using some of your ideas we have the first draft of what I think is a powerful mission statement and set of group goals/desired results. The process was energizing and renewing. Next step individual goals. I continue to find the material you shared with us extremely inspiring and useful.
Diane P. Haarstad
Simon Fraser University