What you will learn

Coaching and Mentoring Online Certificate Course

Coaching is a profession that requires great personal and working relationships between coach and employees. Mentorship on the other hand is a coaching skill that enables a coach to provide guidance, wisdom, and advice when needed. In this Coaching and Mentoring Online Certificate course, you will learn the skills and concepts to become an effective coach and mentor.

Coaching offers a wonderful opportunity to create partnerships, provide support, and challenging opportunities to employees. Mentorship is a related skill that also plays a role in becoming an effective coach. With our Coaching and Mentoring online courses, you will learn the different elements of coaching and mentoring and how to apply these effectively.

Coaching and Mentoring Online - Requirements

The Coaching and Mentoring Online course is designed for people who would like to acquire active listening skills to become better learners and communicate with others more effectively. The course is delivered 100 percent online 24/7 and only takes 6 to 8 hours of study to complete.

Why You Need This Course

Through this comprehensive course, students will gain the necessary coaching and mentoring skills to improve performance, engagement, and ultimately, success. The program covers a range of topics, from effective mentor and coach relationships to communication and interpersonal skills.

Upon completion of the course, graduates will receive a coaching and mentoring certificate, providing them with the credentials to pursue coaching-specific training or to advance their career as a certified coach. Additionally, the program is accredited by the International Coaching Federation, ensuring that students are receiving the highest quality education available.

As a student, you will learn from leading professionals in the coaching and mentoring industry. The course outline includes modules on risk and project management, leadership development, emotional intelligence, and performance management.

This online course is ideal for anyone looking to learn and grow professionally. It is also perfect for human resources managers, corporate mentors, coaches, and anyone interested in wellness coaching or mentoring relationships. The course is perfect for professionals looking to develop the skills necessary to become effective coaches and mentors.

At Courses for Success, we understand that personal development is key to success. That's why our short courses, certificate courses, and degree programs are aimed to help professionals develop and improve their skills. With our momentum training solutions, students can access online training from anywhere in the world, making it easier than ever to access the learning and development opportunities they need.

To successfully complete this course, a student must:

●      Have access to the internet and the necessary technical skills to navigate the online learning resources

●      Have access to any mobile device with internet connectivity (laptop, desktop, tablet)

●      Be a self-directed learner

●      Possess sound language and literacy skills

Quick Course Facts

1. Course content is structured for easy comprehension

2. Approximately 6 to 8 hours of study is needed to complete the course

3. Registered students gain unrestricted lifetime access to the Coaching and Mentoring Online Certificate Course

4. All course material is available online 24/7 and can be accessed using any device

5. Study online from anywhere in your own time at your own pace

6. All students who complete the course will be awarded with a certificate of completion

Coaching and Mentoring Online Course Outline

Section One: Introduction

The Coaching and Mentoring Online Certificate course helps you become a better coach by giving you the basic and advanced concepts of coaching. The objective of this course is to:

●      Define coaching, mentoring and the GROW model.

●      Identify and set appropriate goals using the SMART technique of goal setting.

●      Identify the steps necessary in defining the current state or reality of your employee’s situation.

●      Identify the steps needed in defining options for your employee and turn them into a preliminary plan.

●      Identify the steps in developing a finalized plan or wrapping it up and getting your employee motivated to accomplish those plans.

●      Identify the benefits of building and fostering trust with your employee.

●      Identify the steps in giving effective feedback while maintaining trust.

●      Identify and overcoming common obstacles to the growth and development of your employee.

●      Identify when the coaching is at an end and transitioning your employee to other growth opportunities.

●      Identify the difference between mentoring and coaching, using both to enable long-term development through a positive relationship with your employee.

Section Two: Coaching, Mentoring, aren’t they the same?

Coaches are often associated with sports activities, helping people achieve a specific goal or skill. However, these professionals are not only found in the playing field but also in the office environment. Take sales coaches or customer service coaches for example. Below is a recap of the characteristics of a coach.

●      Trainer

●      Instructor

●      Tutor

●      Focus on one or two skills at a time

●      Their interaction is planned and structured

Mentoring

At first glance, mentoring and coaching can appear to be similar. But a closer look would reveal that mentoring has a different purpose and goal. Mentoring is on a more personal level and less formal than coaching.

The G.R.O.W. Model

In this part of the Coaching and Mentoring Online course, we discuss effective coaching and how to transition from coaching to mentoring. You will also be introduced to the G.R.O.W, Model. This coaching process is designed to help you organize and create a better flow. Below is a brief look into what the process brings:

●      Goal setting

●      Reality check

●      Options developed

●      Wrap it up with a plan

Section Three: Setting Goals

Effective coaching requires effective goal setting. This part of the learning module discusses setting goals using an easy-to-remember technique. The first component of the GROW method is setting Goals. Here we will be discussing how to properly identify and develop coaching goals.

The importance of Goal Setting

●      All parties start in the right direction

●      Coaching is more efficient

●      Coaching sessions are targeted and avoids meandering

●      Be a more effective communicator

Setting SMART Goals

After performing your pre-coaching meeting with your employees, this is the part where you develop a clear goal. During this part of the course, we will discuss the SMART method of goal development. It helps you create an easy to follow outline of creating goals.

S.M.A.R.T. Goals

●      Specific – The goal must be very detailed and clear

●      Measurable – This enables you to check progress or verify if it was successful

●      Attainable – Make sure that goals are both manageable and challenging

●      Realistic – The goal must be achievable within the deadline and within your organization’s resources (manpower, financial resources)

●      Timely – The goal must be completed within a specific timeframe or deadline

Section Four: Understanding the Realities

This part of the course is the second element “R” in the GROW model. Working with your employee and framing the reality of the situation is an important step in the coaching process. To get a more accurate gauge, here are four simple questions to ask:

●      What is happening now?

●      How often is this happening?

●      When does it happen?

●      What is the effect?

Identifying Obstacles

Obstacles to coaching will always be a reality. As coaches you must be able to identify and create a plan to handle this. The IRA steps helps coaches identify and remove obstacles to coaching. Below is an outline of how the IRA steps works:

●      Identify the obstacle

●      Root of the cause

●      Antidote gave

Exploring the Past

This will give you a gauge of previous performance and what specific areas needs development. Focusing on previous achievement rather than constantly reminding them of their failures is a great way of motivating them to perform better. Here are some things that you as a coach should focus on:

●      Goals that were met

●      Great behaviors

●      Great attitudes

●      Problems solved

Section Five: Developing Options

We now discuss the different options that will guide your employees towards achieving their goal. Options, “O” is the third element in the G.R.O.W. model. This is also a critical step in the coaching process.

Allowing your employees to participate in the development of their options gives them a sense of ownership in their training and helps you get B.I.G. results. These B.I.G. results will give you the following benefits:

●      Buy-in by your employee, because the options developed was a collaborative effort

●      Innovation, because more creativity is possible when two work at it

●      Growth, because the options developed will have more meaning and lasting commitment

Choosing your Final Approach

This could depend on several elements. Determining the best possible option can be done y implementing a consistent process. Here are some things to consider when choosing your final approach.

●      Resources needed

●      Cost

●      Time

●      Return on investment

●      Disruption of the business

Consider these when selecting an option. Identify pros and cons accordingly. Use a simple scale of 1 to 5 and rate its feasibility and relevance towards your end goal. Below are some things to check when creating a rating category:

●      Does this option build new supporting skills?

●      Does this option meet the time requirement of the goal?

●      Is this option measurable?

●      Once you determine the relevancy, you can multiply the feasibility rating with the relevancy rating. The highest number is possibly your best option. Remember to gain consensus from your employee on this option.

Section 6: The Importance of Trust

Any type of relationship requires trust, and this also holds true for coach-employee relationships. A trusting relationship makes it easier to exchange ideas which is crucial to the coaching process. It helps eliminate some of the barriers which can often be traced to trust issues.

When coaching, avoid being a D.O.P.E. or:

●      Degrading your employees

●      Ostracizing your employee

●      Punishing your employee

●      Evaluating your employee

Steps in Trust Building

●      Maintain positive body language

●      Listen to them intently and speak less

●      Always respect your employees

●      Keep things confidential

●      Keep your promises

●      Be honest and transparent

●      Be confident

●      Tell them you believe in them

Section 7: Providing Feedback

After building trust, we discuss providing meaningful feedback. This serves to reinforce trust and makes it easier to create insights into how the employee is performing objectively.

The Feedback Sandwich

A feedback process that lets you introduce feedback to an employee by surrounding the “meat” or “core of your feedback with praise. This keeps conversations in a positive tone making it easier for you to correct poor performance and encourage them to perform better the next time.

Providing Constructive Criticism

Constructive criticism is a skill that focuses on four key areas, which are:

●      Focus on one issue at a time

●      Deliver criticisms in a timely manner

●      Focus on observable actions or behaviors

●      Focus on a plan to change the behavior

Encouraging Growth and Development

This involves identifying opportunities for learning and telling our employees that we are willing to invest in their development. To encourage growth and development, here are a few things to consider:

●      Develop a peer mentorship process

●      Use your internal training department

●      Send your employee on-lend to another department to learn something new

●      Start a book of the month club where your employees read, on company time, a few pages at a time

●      Use your team meeting as a venue for team learning

●      Send your employees to seminars if your budget allows

●      A good approach is to create a menu of opportunities for your employees to learn. Remember that learning styles vary among adults, therefore, try different approaches.

Section 8: Overcoming Roadblocks

Roadblocks come in different forms. And like their physical counterparts these impede the flow of ideas from coach to employee and vice versa. In this session, you will learn about the different roadblocks to coaching and how to overcome these.

Common Obstacles for Coaches

●      Do not have enough time to coach properly

●      Lack of confidence in coaching

●      Fear of confrontation

●      Feels awkward

●      Fear of failure in coaching

●      An afraid employee will not respond

Common Obstacles for Employees

●      Home/life issues are blocking progress

●      Fear of losing their job

●      Lack of confidence reaching the goal

●      Denial there is anything wrong

●      Poor relationship with the coach

Section 9: Reaching the End

In this section, you will learn to recognize success, transition employees to another goal, and wrapping up. Below are a few important things to consider when determining when your employee is ready to move to the next level or coaching has been successful:

●      Review the goals and compare them to how well your employee achieved them

●      Review where your employee is at the beginning of the coaching process and how far they have progressed

●      List the behaviors you employee demonstrated during the coaching progress

●      List your employee’s strengths

●      List your employee’s weaknesses

●      List your expectations and compare them to how well your employee meets or exceeds your expectations

●      If applicable, determine if your employee is ready for the next level of their development

Wrapping it All Up

This involves organizing the coaching file and transitioning the file to the next manager for reference. Below is an outline of how to create a Wrapping it up worksheet:

●      Employee’s profile (i.e. name, years at the organization, job title, etc.)

●      List of achievements

●      List of positive behaviors

●      List of areas for further development

●      List of goals your employee would like to achieve

●      Your overall assessment

●      Your recommendation

●      A brief outline of the next events

Section 10: How Mentoring Differs from Coaching

In this part of the Coaching and Mentoring Online Certificate course, you are going to learn the basic differences between mentoring and coaching. You will also know how to integrate the different coaching concepts to make you a more effective coach.

Advantages of combining coaching with mentorship:

●      Makes you a well-rounded coach

●      Supervise your employee more autonomously

●      Gives your employee the choice of determining which areas they want to develop

●      Empowers employee in terms of their development

●      Makes it easier to ask for assistance from managers

●      Better coaching results for both you and your employee

Recognition & Accreditation

Upon successful completion of this mentoring skills course and achieving a passing score for the assessment, you will be issued with an international continuing education credit (CEU) certificate.

This coaching and mentoring training certificate is applicable worldwide, which demonstrates your commitment to learning new skills. You can share the certificate with your friends, relatives, co-workers, and potential employers. Also, include it in your resume/CV, professional social media profiles and job applications.

Other Soft Skills Courses

Want to improve your management or supervision skills? Great - Courses For Success can help with our range of Supervision and Management Online Courses.

Section One: Getting Started

• Objectives

Section Two: Coaching, Mentoring, aren’t they the same?

• Coaching
• Mentoring
• The G.R.O.W. Model

Section Three: Setting Goals

• “G” for Goals
• Identifying Appropriate Goal Areas
• Create SMART Goals

Section Four: The Reality of GROW

• Understanding Where You Are
• Past Performance

Section Five: Options of GROW…

• Your Path to BIG Success
• The Best Approach
• Structuring a Plan. 22

Section Six: It’s a Wrap

• Create a Development Plan
• First Step
• Motivation

Section Seven: The Importance of Trust

• What is Trust?
• Trust & Coaching
• How to Build a Trusting Relationship

Section Eight: Feedback

• Characteristics of Good Feedback
• Constructive Criticism
• Encouraging Growth and Development

Section Nine: Obstacles & Roadblocks

• Frequent Obstacles
• Maslow’s Hierarchy of Needs Pyramid
• Reviewing Progress & Re-evaluating Goals
• Focusing on Progress not Shortfalls

Section Ten: Reaching the End

• Achieving the Goal
• Record the Achievements

Section Eleven: How Mentoring Differs from Coaching

• Blending the Two Models
• GROW Model & Mentoring
• It’s all About Relationships

Section Twelve: Wrapping it Up

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Computer requirements

Students will need access to a computer and the internet.

Minimum specifications for the computer are:

Windows:

Microsoft Windows XP, or laterModern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

OSX/iOS 6 or laterModern and up to date Browser (Firefox, Chrome, Safari)

All systems

Internet bandwidth of 1Mb or fasterFlash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)

Students will also need access the following applications:

Adobe Acrobat Reader

Entry requirements:

Students must have basic literacy and numeracy skills.

Minimum education:

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Device requirements:

Students will need access to a computer/any device and the internet.

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