TRAINING COACHING AND MENTORING

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INFO JADWAL TRAINING COACHING AND MENTORING

Course Introduction:

Coaching pada dasarnya bisa dilakukan siapa saja dalam perusahaan selama memiliki kemampuan yang mumpuni di bid_pelatihanangnya. Biasanya diambil dari karyawan di jajaran manajer karena dianggap punya kemampuan di atas rata-rata dan wawasan lebih, sehingga mereka mampu mencapai posisi yang saat itu. Jadi dalam coaching, expert-nya adalah eksekutif perusahaan.

Mentoring bisa dilakukan atas inistiatif perusahaan, maupun individ_pelatihanu (karyawan). Ada manajemen perusahaan yang rutin memasangkan karyawan senior tertentu di perusahaan dengan karyawan yang lebih junior untuk memberikan bimbingan karir. Ada juga karyawan yang dengan kesadaran sendiri meminta ijin dan kesediaan seniornya untuk mengajarkan pengetahuan dan pengalamannya di bid_pelatihanang tertentu.

Salah satu kualitas kunci dari pemimpin yang sangat sukses adalah kemampuan untuk membimbing dan melatih secara efektif. Dalam sesi ini, para pemimpin belajar bagaimana melatih dan membimbing menggunakan berbagai alat dan teknik. Mereka mempelajari Model GROW, yang memastikan bahwa setiap sesi pelatihan atau pendampingan efektif dan produktif.

Pelatihan ini dirancang untuk menjadi sangat interaktif dengan campuran teori dan sesi praktis (pemecahan masalah / perencanaan kelompok, praktik pengalaman dengan bermain peran dari berbagai skenario kesulitan, diskusi interaktif & latihan aplikasi).

By the end of the training, participants will:

• Have developed an understanding of the principles of coaching and mentoring.
• Understand the part that coaching and mentoring play in the performance management context.
• Have id_pelatihanentified the competencies a manager must develop in order to be an effective coach, and an inspiring mentor - and when to use each intervention.
• Be able to use the GROW model with a high-comfort level and efficacy in both coaching and mentoring contexts.
• Be able to create a nurturing, productive environment.
• Understand how personalities & communication styles can create conflict, and learn how to adapt their styles to a productive coaching/mentoring outcome.
• How to deal with different types of performance issues.
• Have developed an understanding of productive questioning skills.
• Have had the opportunity to develop and practice their skills in a supportive environment, and receive feedback and skill-coaching on their performance.
• Be in a position to confid_pelatihanently use their new knowledge and skills in the workplace and have a clear plan of action to implement.

Management staffs who understand that coaching & mentoring are an essential part of the Collaborative Management skill-set, and who wish to learn how they can achieve performance gains and results through coaching and mentoring

Course Outline:

The What and Why of Coaching & Mentoring; The Processes as Learning Platforms

• An in-depth discussion of coaching and mentoring, their differences, and their value and importance to an organization.

Basic Coaching Models, Mentoring Models and Goal-Setting Approaches

• An overview of coaching and mentoring models and goals-theory application approaches.

Coaching & Mentoring in Practice - Do’s and Don’ts

• Learn the many facets of coaching including what to do and what not to do.
• Techniques and tools to use to become highly effective coaches and mentors.

Understanding Personality and Its Implications on Your Coaching/Mentoring Style

• The physical elements of coaching/mentoring delivery including the your tone of voice, word choice, body language, and timing.
• An understanding of how to devise coaching/mentoring strategies and anticipate pacing requirements that will be effective with a variety of coachees/mentees.

Understanding How to Use Vocal and Visual Control in Coaching & Mentoring

• Vocal and Visual control, and their contributory ratios to the unspoken “balance of power” in any human interaction.

Using the GROW Model for Collaborative Coaching 

• Examine the spectrum of GROW questions.
• Learn how to build on existing knowledge of open, closed and funnel questions in hands-on contexts, applying question-layering techniques to fulfill the GROW cycle.

Using the PUSH and PULL strategies

• Approach differences from the previous module will be illustrated.
• Prepare for more complex case scenarios, through role-plays and hands-on practice.
• Plan and execute 2 influencing and engagement coaching approaches.

Handling Emotional Behavior

• Transactional Analysis concepts will be facilitated.
• Learn how to equalize crossed and ulterior transactions, by simple application of the TA steps.
• Discuss implications for the manager of EQ, IQ and AQ, and each aspect’s impact on individ_pelatihanual coaching & mentoring approaches.

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