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The Whole Thing reserves the right to alter dates, content, venue and the trainer for each course with reasonable notice.


This course is CPD Certified with each day equivalent to 6.5 hours of CPD

Mentoring and Coaching Practise

Duration : 1 day

Mentoring and Coaching Practice that Drives and Develops Top Talent




Senior executives, managers and personnel that want to learn (or relearn) and improve their mentoring and coaching competency for so that they can get the very best results from their mentoring interventions.




Mentoring is not coaching but having the knowledge and skills of both disciplines will help the Mentor prepare and implement a robust mentoring experience for their Mentee that leads, guides and challenge the Mentee to develop.


Mentoring is relationship driven; is always long term, is off-line help by one person to another in making significant transitions in knowledge, work or thinking; requires design to determine the strategic purpose of the intervention and often the immediate manager is only indirectly involved. Coaching is task oriented; is short term; is focused on performance in the job; does not normally require design and the immediate manager is a critical partner in the process.


Mentoring and Coaching Practice is a proven approach to mentoring and coaching practice that covers the fundamentals of both disciplines. The program takes a holistic view of mentoring and coaching practice and introduces the delegate to the knowledge, skills and attitude required to behave effectively and confidently develop as a workplace Mentor.


The program is well researched, knowledge-based and designed with the individual learner at the centre of the learning process which means that the course is extremely interactive and practical.



By the end of this course delegates will be able to:

  • Determine mentoring and coaching
  • Determine a mentoring strategy, a model for self-leadership development and the conditions required to encourage improved mentee performance
  • Recognise GROW an use this model to structure a coaching conversation
  • Identify the benefits of reliable and valid assessment tools for mentoring and coaching
  • Practice key mentoring and coaching skills and techniques
  • Produce drive to self-develop in mentoring and coaching practice
  • Produce positive impact on the overall performance of each delegate and the organization




Mentoring and Coaching

  • What is mentoring and coaching?
  • What coaching is NOT!
  • Why is mentoring important to your business?
  • What are the challenges of mentoring?


Mentoring and Coaching Competency

  • Characteristics of a great mentor and coach
  • Activity: “Self- Assessment” to determine your improvement goal as a mentor
  • Overcoming your limitations


Mentoring Strategy

  • Framework for your mentoring intervention
  • Kolb’s learning cycle and the development process
  • Model for self-leadership development
  • Key conditions required to encourage improved mentee performance


Tools – Mentoring and Coaching

  • Tools, such as ILM72, MTQ48, TMP and 360 and their benefits to mentoring and coaching
  • Activity – ‘Tool’ Coaching Report


Methods – Mentoring and Coaching

  • GROW to structure a coaching conversation
  • Powerful questions
  • Activity – Identify powerful questions that can be used in GROW
  • Positive body language techniques for great coaching conversation
  • Active Listening


Peer to Peer Coaching Sessions

Working in pairs conduct a peer to peer coaching conversation that explores a real coaching challenge faced in a Mentoring (challenge to be agreed on the day). The objectives of this activity are:

  • To understand and reinforce effective mentoring and coaching practice
  • To practice using GROW to construct a coaching conversation that results in a way forward to address the agreed coaching challenge
  • To practice key coaching competencies such as:
    • Powerful Questioning
    • Active Listening
  • To discuss and debate key learning and strategies developed as a result of this session


Key Learning Review

  • Group discussion and professional feedback to consolidate key learning. Delegates will leave the day with a list of development activities to improve their mentoring and coaching competency back at work.




Each delegate will be asked to complete a pre-course questionnaire to determine their individual learning objectives. These will be used by the trainer to give on track training that is focused on the individual learner attending.


The most appropriate training format, content and approach for this course will be discussed with you prior to the start of your course.




The individual leaves this program with a personal action plan to encourage immediate transfer of training to the job.




To register for this course please review the grey box above. If no public course is listed or the location and dates shown don’t suit you then please request a proposal for this course either as a public training course or if you have 6 delegates or more as an in-company training course by clicking on Request a Proposal.

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