Coaching, Mentoring and Modeling     9/12/2006

Overview
Today there are many resources and tools to accompany training designed to develop employees. With all these resources, it is often difficult to know when which tool is the optimal choice. Managers and leaders slip in and out of managing roles, coaching roles and others, but may not know the right time for which strategy. Often, managers and colleagues want to assist in someone's development but may become confused with the differences between coaching, managing, mentoring and modeling. Additionally, for self-development, it is essential to know which resources to seek. There is nothing worse than wasting time with a mentor when what you really need is a coach or vice versa!

This course focuses on the differences between the roles and provides guidance for anyone to take on any of these strategies and responsibilities or to find the right guidance for self-development. A Coach, Mentor or Model can bring about true and lasting improvements in employees' behavior and in work groups' performance. Bring back the skills from this course to make a difference in yourself and others around you.

Objectives
At the end of this one day program, participants should be able to:

• Provide a working definition for each tool, Coaching, Mentoring, and Modeling, and explain the differences in what they accomplish for an individual.
• Design plans for bringing Coaching, Mentoring and Modeling systems in house to your work group or department.
• Recognize the power of Modeling and use it to improve performance in nebulous competencies such as integrity, pride, loyalty or respect.
• Decide which design of Mentoring programs best fits you and your work group - formal or informal, hierarchical or lateral, self-select or matched.
• Determine which employees are the best candidates for Mentoring and which will be better served by Coaching.
• Conduct a Coaching session which, through challenging and powerful questions, guides individual introspection and discovery and taps into the client's individual hidden potential to maximize development.
• Create a comprehensive action plan for self-development which encompasses the strategies, people, competencies, activities and events which dramatically increases your presence and effectiveness.

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