Coaching for Pragmatists
Programme Overview
About the programme
This programme has been designed by coaching professionals who work in the real world – we appreciate the value coaching and mentoring can add to workplace productivity and culture AND we appreciate that not all managers and leaders have the time to acquire academic qualifications.
This programme is different. It has been designed to be practical allowing participants to learn and practice on the job to achieve coaching and mentoring skills and a Practitioner level qualification accredited by the European Coaching and Mentoring Council which will immediately help them in their workplace. There are no essays or reports to write.
The programme is delivered through a series of modules. Participants commit to the following:
Identifying a nominated coachee-mentee who will be their practice partner throughout the programme. (This means that two people are developed for every one person who participates in the programme!)
Active participation in all modules.
On-job sessions with a nominated coachee/mentee for at least 10 hours before a final observed coaching session.
Maintenance and submission of learning logs and evidence of activity undertaken with the nominated coachee-mentee.
The course is perfect for anyone who is working with others and wants to get the best out of line management, project teams, or stakeholders they work with.
Programme overview
In this overview we share details of the learning outcomes and content for each of the workshops
Please note: C-M is Coach-Mentor and Ce-Me is Coachee-Mentee
Workshop
By the end of this workshop, participants will be able to: Workshop content
Explain the logistics of the programme
List the requirements of the qualification
Define coaching and mentoring
Introduction
2 hours
online
Explain the differences between coaching, mentoring, leadership and management
List the benefits of coaching and mentoring to the organisation, the C-M and the Ce-Me
Explain the role of the C-M and the Ce-Me within this programme
Describe the resources available to support their learning during this programme
Introduction to facilitators
Introduction to the programme
Overview of the programme
What is coaching and mentoring?
Benefits of coaching and mentoring
Differences between coaching and mentoring
Roles and responsibilities of the C-M and the Ce-Me
Introduction to the EMCC and the code of ethics
Introduction to the programme resources
The "all-the-elements" model
Workshop
By the end of this workshop, participants will be able to: Workshop content
Describe the elements, principles and skills involved in a C-M relationship
Link the EMCC competencies to the requirements of the programme
Revisit the "all-theelements" model
Workshop 1 6 hours
In person OR Online
Explain what is meant by contracting in a C-M relationship
Create a contract with their Ce-Me based on professional standards and the code of ethics
Prepare a framework for the contracting phase of a C-M relationship
List the 5 key skills of an effective C-M
Use the 5 key skills during the contracting phase of the relationship
Explain a framework for a coaching conversation
Workshop 2
6 hours
In person OR Online
Describe why selfawareness is important for both C-M and Ce-Me
Use tools to support selfawareness
Explore and agree appropriate goals / intentions for a coaching conversation
The qualificationcompetencies, ethics and EMCC requirements
The Coaching-Mentoring framework and principles
The five key skills of coaching and mentoring
Engaging and contracting with your Ce-Me
Practice contracting conversations
Regroup and reflect
Self-awareness for the C-M and the Ce-Me
Introducing Johari's Window
Goal setting
Practice goal setting conversation
Introducing the GROW model
Workshop
By the end of this workshop, participants will be able to:
Use reflective practice to support their own learning and that of their Ce-Me
Workshop 3 6 hours
In person OR Online
Describe the role of supervision for the C-M Use the Dialogi model as the basis for a reflective supervision-style conversation
Explain the four areas of Emotional Intelligence and their application in C-M relationships and conversations
Workshop content
Regroup and reflect
Introduction to reflective practice / Gibbs’ Model
Introduction to the Dialogi Model
Communication styles
Practice conversation using the Dialogi Model
Introduction to Supervision
Introduction to Emotional Intelligence (EI)
Exploring EI using the Dialogi model
Preparation for next C-M session
Questioning skills
Listening skills
Workshop 4 6 hours
In person OR Online
Use questions at each level of the “questioning funnel” Use active listening skills to assist in framing probing and challenging questions Support their Ce-Me to identify barriers to action
Facilitate decision-making and commitment in the Ce-Me
Carry out mid-point reviews with their Ce-Me
Motivation to action, commitment and decisionmaking
Progress reviews with the Ce-Me
Uncovering barriers to action
Motivational interviewing / probing
Progress review against EMCC competencies
Review of learning logs and development plans
Workshop By the end of this workshop, participants will be able to:
Explain how cultural competency is relevant for the C-M
Workshop content
Exploration of cultural competency
Models for feedback
Receiving feedback
Workshop 5 hours In person OR Online
Use a range of feedback models within a C-M conversation
Prepare a Ce-Me to receive feedback
Consider how to apply a range of option-generating techniques in a C-M conversation
Provide effective challenge to their Ce-Me
End a C-M relationship
Evaluate the success of a C-M relationship
Workshop 6 6 hours In person OR Online
Support their Ce-Me to plan next steps
Review their own progress as a C-M and plan how they will maintain their professional practice
Consider a range of “what if…?” scenarios and how to manage them
Demonstrate their competence as a C-M against the EMCC criteria
Workshop 7 6 hours Online
Submit all evidence required for their qualification
Receive feedback on their observed C-M session
State next steps in the accreditation process
Demonstrate their commitment to their own CPD as a C-M
Creative thinking techniques
Challenge vs Support
Links between feedback and fear
Peer mentoring in action learning groups
Observation of a C-M session and feedback against EMCC competencies
Ending the relationshipclosing the loop
Measuring success
Next steps for the Ce-Me Development planning for the C-M "What if...?"
Programme evaluation
Review accreditation requirements
Prepare for observed session
Check evidence against criteria
Participate in observed session
Reflect on observed session and next steps
Your Team
Liz Moss is the Director of Value and Worth
Coaching and Consulting. She works with organisations to provide practical support on the processes they use to manage their business.
She works with people to enhance the skills they need to work effectively. These include a range of learning and development services, coaching and mentoring and mediation for teams and individuals.
As a qualified and experienced coach, Liz uses a coaching style in all her work ensuring the people and organisations that she works with are meaningfully involved with solutions and own their own outcomes.
https://www.linkedin.com/in/liz-moss-1b62831a/
https://www linkedin com/in/jackieclifford/
Jackie Clifford is the Director for Clarity Learning and Development. Since becoming a freelance L&D specialist in 2006 and founding her company in 2009 she has worked with organisations across the UK and internationally supporting hundreds of individuals to increase their effectiveness in their working lives.
Jackie is a qualified coach and is the co-author of The Coaching Handbook, published by Kogan Page and available in English, Polish, Russian and Japanese.
This programme is a collaboration between
