Training & Development › Leadership & Management › Coaching and Mentoring
LEADERSHIP & MANAGEMENT
Coaching and Mentoring
Grow your people through better conversations and lasting relationships
Why It Matters
Many managers default to giving answers because it feels faster. Over time, the team stays dependent and the manager becomes a bottleneck. Coaching builds people who can think through problems on their own, and mentoring passes on the judgment and connections that job descriptions never capture. Organizations that develop people this way keep institutional knowledge, prepare future leaders from within, and give staff a real reason to stay.
Course Description
The course separates the two roles first: coaching focuses on performance and problem solving in the moment, while mentoring is a longer relationship focused on growth and career. Participants practice a simple coaching conversation structure in rotating trios, taking turns as coach, coachee, and observer, using real issues from their work. Observers give feedback on question quality and how much the coach talked. The mentoring segment covers matching, first-meeting agreements, confidentiality, and how to end a mentoring relationship well. Discussion addresses common traps, like fixing instead of coaching or mentoring only people who resemble you. Participants leave with a plan to hold one coaching conversation and either start or refresh one mentoring relationship.
Key Focus Areas
Participants explore and practice:
When to coach, when to mentor, and when to simply direct
A practical structure for coaching conversations at work
Asking open questions and listening without rushing to solutions
Setting up mentoring agreements with goals, boundaries, and meeting rhythm
Extending mentoring opportunities fairly across the team
Learning Outcomes
Participants will be able to:
Lead a coaching conversation that ends with the other person's own action plan
Ask open questions that move a conversation forward
Draft a mentoring agreement covering goals, confidentiality, and meeting rhythm
Distinguish situations that call for coaching, mentoring, or direction
Who Should Attend
People managers and supervisors
Experienced staff serving as mentors
HR and talent development professionals
Leaders of youth and workforce programs
Delivery and Customization
Examples, scenarios, and activities are adapted to your audience and goals. Delivery is available in person, virtually, or in a hybrid format, as a standalone session or as part of a series. Format and length are agreed during scoping.
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Bring Coaching and Mentoring to your team
Tell us about your audience and goals. We will follow up to scope objectives, format, and timing.