Leadership & Management Coaching & Mentoring Programmes
Helping your Business At Southern Regional College, the Business Support and Innovation team understand that a highly skilled and motivated workforce is an essential component for a business to innovate, compete and grow. Our highly skilled and qualified Business Development team can help identify your specific skills needs and offer flexible solutions to meet these needs.
What we offer: • • • • •
Training Needs Analysis to establish skills gaps Tailored training solutions specific to your business, which can be delivered at a time and a place that suits you Funded Support – in some cases you may be eligible for 75% (Skills Focus) or 100% (Skill Up) funding towards the cost of accredited training Bespoke solutions at competitive prices Online and blended training programmes in a range of areas
For any further information on ILM training at SRC or to set up ILM training for your business please contact us on 028 3839 7778 / 028 3025 9664 or email is at betterbusiness@src.ac.uk
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Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Contents Level 3 Award in Leadership & Management units (Minimum of 4 Credits) 30hrs, 10 weeks x 3 hrs 8600-309 - Understand How to Establish an Effective Team (1 Credits)
Pages 10 & 11
8600-310 - Understanding How to Motivate to Improve Performance (2 Credits)
Page 12
8600-328 - Understand How to Lead Effective Meetings (2 Credits)
Page 13
Level 3 Certificate in Leadership & Management Units (Minimum of 13 Credits) 66 hrs, 22 weeks x 3 hrs 8600-309 - Understand How to Establish an Effective Team (1 Credits)
Pages 10 & 11
8600-310 - Understanding How to Motivate to Improve Performance (2 Credits)
Page 12
8600-328 - Understand How to Lead Effective Meetings (2 Credits)
Page 13
8600-218 - Leading Your Work Team (2 Credits)
Pages 16 & 17
8600-311 - Developing Yourself and Others (2 Credits)
Pages 18 & 19
8600-302 - Planning Change in the Workplace (2 Credits)
8600-306 - Understanding Customer Service Standards and Requirements (2 Credits)
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Page 20 Page 21
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Level 5 Award in Leadership & Management units (minimum of 6 credits) 40 hrs, 10 weeks x 4 hrs 8607-522 - Becoming an Effective Leader (5 Credits)
Pages 22 & 23
8607-518 - Making Professional Presentations (2 Credits) OR 8607-509 - Managing Customer Relations (3 Credits)
Pages 24 & 25 Page 26
Level 5 Certificate in Leadership & Management Units (minimum of 13 credits) 66 hrs – 80 hrs, 4hrs per week 8607-522 - Becoming an Effective Leader (5 Credits)
Pages 22 & 23
8607-518 - Making Professional Presentations (2 Credits) OR 8607-509 - Managing Customer Relations (3 Credits)
Pages 24 & 25 Page 26
8607-408 - Management communication (4 credits)
Page 28
8607-4015 - Motivating People in the Workplace (2 credits)
Page 29
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Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Level 5 Diploma in Leadership & Management Units (37 credits) 120 hrs, 30 weeks x 4 hrs 8607-518 Making Professional Presentations (2 Credits)
Pages 24 & 25
8607-522 Becoming an Effective Leader (5 Credits)
Pages 22 & 23
8607-408 Management communication (4 Credits)
Page 28
8607-400 Understanding the Management Role to improve management Performance (4 Credits)
Page 31
8607-405 Developing People in the Workplace (5 Credits)
Page 23
8607-506 Managing Stress and conflict in the organisation (3 Credits)
Page 33
8607-521 Managing Own CPD (15 Credits)
Pages 34 & 35
Level 3 Certificate in Effective Coaching and Mentoring Units (16 credits) 60 hrs, 20 weeks x 3 hrs 8587-300 Understanding Good Practice in Coaching within an Organisational Context (3 credits)
Pages 36 & 37
8587-301 Understanding Good Practice in Mentoring within an Organisational Context (3 credits)
Pages 38 & 39
8587-302 Undertaking an Extended Period of Coaching within an Organisational Context (7 credits)
Pages 40 & 41
8587-303 Reflecting on Coaching Skills within an Organisational Context (3 credits)
Page 42
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Level 3 Leadership & Management Awards & Certificates Get the skills and knowledge to lead, organise and motivate teams
Who are these Qualifications for? These qualifications are ideal for those who have management responsibilities but no formal training and are serious about developing their abilities. It’s particularly suited to practising team leaders seeking to move up to the next level of management, and managers who need to lead people through organisational change, budget cuts or other pressures.
Impact for Employer • • • • • •
Effective and confident first-line managers Better relationships and communication in teams Measurable results: workplace-based assessment ensures new skills are effectively transferred to your business A broad range of optional units – qualification can be tailored to your organisation’s learning and development needs.
Results for Employee • • • • •
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Gain a range of key management skills Put new skills into practice in different roles Building leadership capabilities Motivate and engage teams, manage relationships confidently Develop leadership skills using employee knowledge, values and motivations.
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Level 5 Leadership & Management Qualifications Technical knowledge, strategic insight and practical expertise
Who are these Qualifications for? This qualification is designed for project managers, department heads, and other practising middle managers. Develop skills and experience, improve performance and prepare for senior management responsibilities.
Impact for employer • • •
Encourage strategic thinking at this level of management, to foster business improvement Engage middle managers with training and development – this qualification is designed to provide clear, measurable benefits to career-minded professionals Customise this qualification to your development needs.
Results for Candidates • • • • •
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Use core management techniques to drive better results Develop ability to lead, motivate and inspire Provide strategic leadership as well as day-to-day management Benchmark managerial skills Raise individual employee profile in organisation
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Level 3 Certificate in Effective Coaching and Mentoring Qualification Aim To provide learners with the required knowledge, skills and understanding in order to effectively coach or mentor others within an organisational context.
Who is the Qualification for? This qualification is for those at all levels who want to develop their coaching and mentoring knowledge, skills and understanding in order to enhance their ability and confidence in coaching and mentoring. The qualification is ideal for both new and existing coaches and mentors.
Benefits for Employers and Educators • • •
Implement coaching or mentoring to improve organisational performance Ensure the individuals developed as coaches and mentors are equipped with the skills, knowledge and understanding they require Develop a coaching and mentoring culture in your organisation by developing highly effective coaches and mentors
Benefits for Individuals • • • • •
Know what it takes to be an effective coach or mentor Understand how coaching and mentoring work Learn recognised coaching and mentoring models, and the tools and techniques to support them Put your new skills into practice and carry out supervised coaching or mentoring sessions Analyse coaching or mentoring performance in order to improve own ability
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What Opportunities for Progression are there? This qualification will provide progression opportunities to a range of qualifications such as: • • •
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ILM Level 3 Certificate or Diploma in Leadership and Management ILM Level 5 Certificate or Diploma in Effective Coaching and Mentoring ILM Level 5 Certificate or Diploma in Leadership and Management
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
ILM Level 3 Award in Leadership & Management 8600-309 Understand How to Lead an Effective Team Learning Outcomes (the learner will) 1.
Understand how to develop and maintain effective working relationships
Assessment Criteria (the learner can) 1.1 Explain the benefits of effective working relationships in developing and maintaining the team 1.2 Describe behaviours which could develop and maintain trust at work 1.3 Explain the role of communication in developing effective team working
2.
Understand how to build a team
2.1 Explain the differences between a group and a team 2.2 Describe the stages of an established model of group formation 2.3 Explain how a manager could benefit from knowing team members’ preferred roles as defined in an established team role model
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TASK The purpose of this unit is to develop knowledge and understanding of how to establish an effective team. In order for a team to perform effectively the members need to work together in a positive and constructive manner. Many things such as listening to others, treating each other with respect, empathy and acceptance of differences can all contribute to achieving effective working relationships within the team. In order for a team to perform effectively the manager also needs to know how a team develops and that members have a preference for particular behaviours when working with others.
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8600-310 Understanding How to Motivate to Improve Performance Learning Outcomes (the learner will) 1.
Understand the factors that influence motivation levels in the workplace
Assessment Criteria (the learner can) 1.1 Define the term motivation 1.2 Describe the factors that may affect motivation levels in the workplace 1.3 Explain how individual differences affect levels of motivation in the workplace 1.4 Explain the potential impact on organisational performance if employee motivation levels are low
2.
Understand how a theory of motivation can be used to improve performance levels
2.1 Describe a recognised theory of motivation 2.2 Describe ways in which knowledge of a theory of motivation can be used to improve performance in the workplace 2.3 Explain how to use employee engagement to increase motivation levels
TASK The purpose of this unit is to develop knowledge of why motivation is important, what motivates people and how understanding this can be used to increase motivation in the workplace with resulting improvements in performance. The first section of this task asks you to describe and reflect on what factors influence motivation levels. The second section requires you to show how knowledge of motivation theory can enable you to improve motivation levels within the workplace.
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8600-328 Understand How to Lead Effective Meetings Learning Outcomes (the learner will) 1.
Understand how to prepare and plan a meeting
Assessment Criteria (the learner can) 1.1 Explain the purpose of a meeting 1.2 Explain the purpose and structure of an agenda 1.3 Explain how to select and invite the right people to attend the meeting 1.4 Describe how to prepare prior to a meeting
2.
Understand how to manage a meeting
2.1 Describe a recognised theory of motivation 2.2 Describe ways in which knowledge of a theory of motivation can be used to improve performance in the workplace 2.3 Explain how to use employee engagement to increase motivation levels
TASK The purpose of this unit is to develop knowledge and understanding of how effectiveness on leading meetings can be increased by good planning, preparation, and the use of meeting management techniques. Where appropriate, you may choose to include examples of documentation you have completed with brief explanations to cover context, background, and your reasons for taking the approach shown.
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ILM Level 3 Certificate in Leadership & Management 8600-309 Understand How to Lead an Effective Team - Go to page 10 8600-310 Understand How to Motivate to Improve Performance - Go to page 12 8600-328 Understand How to Lead Effective Meetings - Go to page 13
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Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
8600-218 Leading Your Work Team Learning Outcomes (the learner will) 1.
Understand the difference between leadership and management
Assessment Criteria (the learner can) 1.1 Explain the difference between leadership and management 1.2 Explain why leadership is important within own team
2.
Understand a range of leadership styles, their benefits and potential impact on individuals and performance
2.1 Describe a range of different leadership styles 2.2 Identify the most commonly used leadership style(s) within an organisation 2.3 Explain the likely effect this leadership style(s) has on a team’s performance 2.4 Identify own leadership style and its potential impact on a team
TASK The purpose of this task is for you to develop an understanding of how you should lead your team from adopting accepted theories and models in order to achieve good leadership performance. For this task you are required to set out in a short report with an introduction explaining the differences between and importance of both leadership and management. The body of the report will focus on two aspects. The first will show results from a survey of team leaders and/or managers within your organisation that classify the range of leadership styles they use. You will need to administer a leadership style questionnaire for this.
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The second aspect will focus on how team members are influenced by their manager’s style of leadership. You will need to develop a simple questionnaire for this. In conclusion you will need to determine your own leadership style(s) and to describe how you best use this understanding of styles to influence team members.
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8600-311 Developing Yourself and Others Learning Outcomes (the learner will) 1.
Know how to identify development needs
Assessment Criteria (the learner can) 1.1 Identify own learning style(s) and the learning style(s) of another member of the team 1.2 Use a simple technique for identifying own development needs and the development needs of another member of the team 1.3 Identify potential barriers to learning 1.4 Explain how barriers to learning can be overcome
2.
Know how to develop self and others to achieve organisational objectives
2.1 Briefly analyse learning/development options to meet need(s) of self and another member of the team 2.2 Identify support mechanisms for the development of self and another member of the team 2.3 Prepare a development plan to achieve a learning objective for self or another team member 2.4 Describe a method that could be used to monitor the development of self and another member of the team
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TASK The purpose of this unit is to develop knowledge and skill in identifying and development needs and planning for their achievement. This task requires you to analyse your own and one other member of your team’s development needs and learning styles. You should decide how you will plan to meet these development needs, what support mechanisms are available and how the development can be monitored.
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8600-302 Planning Change in the Workplace Learning Outcomes (the learner will)
Assessment Criteria (the learner can)
1.
Understand the forces for change in an organisation
1.1 Identify the forces that may require own organisation to change by conducting a simple PESTLE or SWOT analysis
2.
Know how to identify and plan change in an organisation
2.1 Give an example of change required in the workplace reflecting the SWOT or PESTLE analysis 2.2 Identify relevant human and financial factors in the consideration of planning change within the context of the example given 2.3 Explain how to communicate with and involve people to facilitate effective change 2.4 Use a technique for planning change within the given context
TASK Examine factors that may require your organisation to change, and identify a change required in the workplace that will benefit the organisation. If you are not currently working within an organisation, then you may complete this task in relation to an organisation with which you are familiar. This could include experience working in a voluntary capacity. You should discuss the choice of topic and an outline of your submission with your line manager and/or your tutor. The choice of topic must allow you to demonstrate achievement of assessment criteria from the unit studied. It should not be a very large or complex topic, but it must offer scope for planning change – perhaps it is a change in working methods, customer service or working relationships.
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8600-306 Understanding Customer Service Standards and Requirements Learning Outcomes (the learner will) 1.
2.
3.
Understand the legal and organisational requirement for managing customer service
Understand customer service standards
Know how to monitor customer service performance
Assessment Criteria (the learner can) 1.1
Describe the main legal rights of customer
1.2
Describe an organisation’s commitments to customers
1.3
Describe the manager’s responsibilities in relation to customer service
2.1
Describe the purpose of customer service standards
2.2
Explain how customer service standards and procedures are used to meet customer needs
3.1
Explain how an organisation monitors customer service against the standards set
3.2
Explain how feedback on customer satisfaction can be used to improve performance in customer service
TASK The purpose of this unit is to develop knowledge and understanding of the importance of customer service standards to both the customer and the organisation in defining what customers can expect from the organisation and the organisation’s obligations to its customers. Success in achieving these standards will not only lead to increasedcustomer satisfaction and fewer complaints but also to improvements motivation and morale within the team. This task requires you to demonstrate your knowledge of customer service and customer service standards. It also requires you to show how monitoring customer service standards and gathering feedback from customers can be used to improve performance.
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Level 5 Award in Leadership & Management 8607-522 Becoming an Effective Leader (5) Learning Outcomes (the learner will) 1.
2.
Understand own ability to fulfil key responsibilities of the leadership role
Be able to evaluate own ability to lead others
Assessment Criteria (the learner can) 1.1
Evaluate own ability to use a range of leadership styles, in different situations and with different types of people, to fulfil the leadership role
1.2
Use theories of emotional intelligence to review the effect of emotions on own and others’ performance
2.1
Review own ability to set direction and communicate this to others
2.2
Review own ability to motivate, delegate and empower others
2.3
Produce a personal development plan to improve own ability to lead
TASK The purpose of this unit is to develop knowledge and understanding of making professional presentations as required by a practising or potential middle manager.
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NOTE With reference to all Level 5 Assignments. An ILM Assessment Task provides an opportunity to relate your learning directly to your current organisation. It is recommended that you discuss the assignment with your line manager to explore and agree how the task could be used to support the needs of your employer (as well as evidencing your learning as part of completing your ILM qualification). If you are not currently working within an organisation, then you may complete this task in relation to an organisation with which you are familiar. This could include experience working in a voluntary capacity.
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8607-518 Making Professional Presentations Learning Outcomes (the learner will) 1.
2.
3.
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Be able to plan a professional presentation
Be able to deliver a professional presentation
Be able to evaluate own ability to make professional presentations
Assessment Criteria (the learner can) 1.1
Identify the aims and objectives of the presentation
1.2
Identify the intended audience for the presentation, assessing their level of understanding of the presentation topic
1.3
Research, evaluate and select information on the presentation topic
1.4
Plan the content and structure of the presentation and prepare visual aids and any other materials required for the presentation
1.5
Prepare the location and any equipment required for the presentation
2.1
Present your subject matter supported by facts at an appropriate level of understanding for the audience
2.2
Respond appropriately to questions from the audience
3.1
Use feedback from the audience to evaluate own ability to plan and structure a professional presentation
3.2
Use feedback from the audience to evaluate own ability to deliver a professional presentation
3.3
Implement improvements to own professional presentations
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
TASK The purpose of this unit is to develop knowledge and understanding of making professional presentations as required by a practising or potential middle manager.
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8607-509 Managing Customer Relations Learning Outcomes (the learner will) 1.
2.
Be able to use environmental scanning to find and retain customers
Understand how the customer supply chain operates to meet customer requirements
Assessment Criteria (the learner can) 1.1
Conduct an environmental scan of the business environment in which your organisation operates
1.2
Analyse factors that impact upon the organisation’s ability to find new customers and retain existing customers
1.3
Use the results of the environmental scan, to plan strategies to improve the organisations’ ability to find and retain customers.
1.4
Lead the implementation of strategies to improve the organisation’s ability to find and retain customers
2.1
Appraise the customer supply chain to identify any strengths, weaknesses, opportunities or threats
2.2
Use the results of the audit to recommend strategies to improve your organisation’s ability to meet customer requirements
TASK The purpose of this unit is to develop understanding and ability to be able to manage customer relations as required by a practising or potential middle manager.
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Level 5 Certificate in Leadership & Management 8607-522 Becoming an Effective Leader (5) - Go to page 22 8607-518 Making Professional Presentations - Go to page 24 8607-509 Managing Customer Relations - See previous page
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8607-408 Management Communication (4) Learning Outcomes (the learner will) 1.
2.
Understand the importance of effective communication in management
Be able to develop effective communication skills as a reflective manager
Assessment Criteria (the learner can) 1.2
Explain the relevance of the communication cycle for effective communication in management
1.2
Explain, with examples, the importance of selecting an appropriate tone, language, and level of formality in management communications
1.3
Assess the effectiveness of a range of verbal and written communication methods within your area of the organisation
2.1
Develop appropriate criteria to evaluate own ability to communicate effectively
2.2
Collect and analyse feedback on own verbal and written communication skills
2.3
Evaluate own communication skills as a manager, identifying strengths and areas for improvement
TASK The purpose of this unit is to develop knowledge and understanding of effective leadership as required by a practising or potential middle manager.
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8607-4015 Motivating People in the Workplace (2) Learning Outcomes (the learner will) 1.
2.
Understand the factors that may affect performance and motivation in the work place
Be able to improve levels of motivation and increase performance in the workplace
Assessment Criteria (the learner can) 1.1
Evaluate theories of motivation relevant to your workplace
1.2
Evaluate the principal factors that may affect performance and motivation in the workplace
2.1
Select a theory of motivation and apply this to your workplace
2.2
Evaluate the impact of applying the theory of motivation on performance in the workplace
TASK The purpose of this unit is to be able to examine how levels of motivation can be improved to increase performance in the workplace.
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Level 5 Diploma in Leadership & Management 8607-518 Making Professional Presentations - Go to page 24 8607-522 Becoming an Effective Leader - Go to page 24 8607-408 Management communication (4) - Go to page 28
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8607-400 Understanding the Management Role to Improve Management Performance (4) Learning Outcomes (the learner will) 1.
2.
3.
Assessment Criteria (the learner can)
Understand the specific responsibilities of middle managers in enabling an organisation to achieve its goals
1.1
Describe the goals and objectives of your organisation
1.2
Evaluate the specific responsibilities of middle managers in enabling your organisation to achieve its goals
Understand how communication and interpersonal skills affect managerial performance in the workplace
2.1
Evaluate how interpersonal and communication skills affect managerial performance
2.2
Evaluate strategies to overcome barriers to effective managerial communication and interpersonal skills
3.1
Assess own knowledge, skills and behaviour, and their effect on own managerial performance
3.2
Identify areas for personal development to improve own managerial performance
3.3
Produce a personal development plan to improve own managerial performance
Be able to assess personal development opportunities to improve own managerial performance
TASK The purpose of this unit is to demonstrate understanding of the middle management role and to be able to plan your own development.
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8607-405 Developing People in the Workplace (5) Learning Outcomes (the learner will) 1.
2.
Understand the importance of promoting personal development
Be able to plan for an individual’s development
Assessment Criteria (the learner can) 1.1
Assess the potential benefits to the organisation of developing individuals
1.2
Assess the benefits to the individual of personal development
2.1
Assess how to manage an individual’s expectations in respect to personal development.
2.2
Evaluate development vehicles in the organisation appropriate to the development needs of the individual
2.3
Develop a plan to meet the identified development needs of an individual
TASK The purpose of this unit is to be able to plan the personal development of individuals in the workplace.
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8607-506 Managing Stress and Conflict in the Organisation (3) Learning Outcomes (the learner will)
Assessment Criteria (the learner can)
1.
Understand the effectiveness of own organisation in dealing with workplace stress and conflict
1.1 Evaluate the effectiveness of the organisation in recognising workplace stress and conflict and providing the necessary support mechanisms
2.
Be able to improve the management of workplace stress and conflict in own area of responsibility
2.1 Plan improvements to the identification and approach to dealing with workplace stress and conflict in own area of responsibility 2.2 Implement improvements to the identification and approach to dealing with workplace stress and conflict in own area of responsibility 2.3 Critically evaluate own ability to identify and deal with workplace stress and conflict effectively in own area of responsibility
TASK The purpose of this unit is to develop understanding and ability to be able to manage stress and conflict in own organisation, as required by a practising or potential middle manager.
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8607-521 Managing Own Continuous Professional Development (CPD) Learning Outcomes (the learner will) 1.
2.
3.
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Be able to review personal and work-related development experiences, aims, objectives and priorities
Be able to undertake and evaluate planned development activities
Be able to review and reflect on learning and its effect on workplace performance
Assessment Criteria (the learner can) 1.1
Evaluate prior learning and work-related experience to identify personal strengths and weaknesses in self-development
1.2
Assess personal development aims, objectives, and priorities for the long, medium and short term
2.1
Evaluate development opportunities for the long, medium and short term
2.2
Justify undertaking planned personal development activities to employment and learning supervisors
2.3
Negotiate and undertake planned and resourced development activities
2.4
Evaluate the effectiveness of the development activities in meeting personal aims, objectives, and priorities
3.1
Critically review how learning and development has been applied in the workplace to improve own or others’ performance
3.2
Review and revise short, medium and long-term goals based upon personal development activities and their impact on the workplace
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
TASK The purpose of this unit is to enable candidates to take personal responsibility for managing their own NOTE The terms ‘employment supervisor’ and ‘learning supervisor’ are used to refer respectively to a line manager and/or workplace mentor who has agreed responsibility with the ILM centre for supervising and assessing workplace learning activity, and to the tutor or trainer who has responsibility for advising, supporting and assessing the candidate’s workplace learning. It is expected that this activity will extend over a period of 6 to 12 months.
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Level 3 Certificate in Effective Coaching and Mentoring 8587-300 - Understanding Good Practice in Coaching within an Organisational Context This unit aims to provide the learner with an understanding of the practice required for effective coaching within an organisational context
Unit aim:
Learning Outcomes (the learner will) 1.
2.
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Understand effective coaching within an organisational context
Understand the importance of effective and ethical contracting in coaching
Assessment Criteria (the learner can) 1.1
Describe the purpose of effective coaching within an organisational context
1.2
Explain the role and responsibilities of an effective coach
1.3
Identify the skills, knowledge and behaviours required of an effective coach
1.4
Identify how to overcome potential barriers to coaching
2.1
Identify methods to initiate a productive working relationship with an individual
2.2
Explain the rationale for and process of contracting in coaching
2.3
Describe what represents safe and ethical practice in coaching
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Learning Outcomes (the learner will) 3.
Understand the process of effective coaching within their own workplace
Assessment Criteria (the learner can) 3.1 Explain how to manage a coaching process using a recognised coaching model 3.2 Describe a range of coaching tools or techniques that can be used to identify preferences and agree goals or outcomes to facilitate the coaching process 3.3 Explain methods for monitoring and reviewing progress towards goals
4.
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Understand the role of recording, reflection and supervision in coaching within their own practice or other contexts
4.1 Explain the purpose of coaching records for coach and coachee 4.2 Justify the importance of reflective practice and supervision within a coaching context
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
8587-301 - Understanding Good Practice in Mentoring within an Organisational Context
This unit aims to provide the learner with an understanding of the practice required for effective coaching within an organisational context
Unit aim:
Learning Outcomes (the learner will) 1.
2.
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Understand effective mentoring within an organisational context
Understand the importance of effective and ethical contracting in mentoring
Assessment Criteria (the learner can) 1.1
Describe the purpose of effective mentoring within an organisational context
1.2
Explain the roles and responsibilities of an effective mentor
1.3
Identify the skills, knowledge and behaviours required of an effective mentor
1.4
Identify how to overcome potential barriers to mentoring
2.1
Identify methods to initiate a productive working relationship with an individual
2.2
Explain the rationale for and process of contracting in mentoring
2.3
Describe what represents safe and ethical practice in mentoring
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Learning Outcomes (the learner will) 3.
4.
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Understand the process of effective mentoring within their own workplace
Understand the role of recording, reflection and supervision in mentoring within their own practice or other contexts
Assessment Criteria (the learner can) 3.1
Explain how to manage a mentoring process using a recognised mentoring model
3.2
Describe a range of mentoring tools or techniques that can be used to identify preferences and agree goals or outcomes to facilitate the mentoring process
3.3
Explain methods for monitoring and reviewing progress towards goals
4.1
Explain the purpose of mentoring records for mentor and mentee
4.2
Justify the importance of reflective practice and supervision within a mentoring context
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
8587-302 - Undertaking an Extended Period of Coaching within an Organisational Context
Unit aim:
This unit requires learners to undertake a minimum of 12 hours of effective coaching within an organisational context plus a 2 hour meeting with their supervisor/tutor. Learners will be able to identify areas for improvement through ongoing review and feedback.
Learning Outcomes (the learner will) 1.
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Be able to plan and organise a minimum of 12 hours of effective coaching with a maximum of two individuals
Assessment Criteria (the learner can) 1.1
Produce a plan for effective coaching to take place for 12 hours
1.2
Agree appropriate topics, goals and/or outcomes relevant to the context of individual(s) being coached
1.3
Agree an appropriate and confidential contract with individual(s) and other stakeholders
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Learning Outcomes (the learner will) 2.
3.
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Be able to undertake and record a minimum of 12 hours of effective coaching with a maximum of two individuals
Be able to gather evidence of ongoing review of their own coaching practice
Assessment Criteria (the learner can) 2.1
Use diagnostic or assessment tools to effectively coach within an organisational context
2.2
Use a recognised model of coaching during the coaching process which supports the individual(s) to achieve their goals
2.3
Demonstrate the knowledge, skills and behaviours of an effective and ethical coach, including communication techniques of questioning and listening
2.4
Record an auditable coaching process from initial contact to completion
3.1
Reflect on each session and identify key learning to support continuous professional development
3.2
Gather ongoing feedback on effectiveness of their coaching for each session and show evidence of this
3.3
Review and evidence own ability to use effective communication skills, including questioning, listening and giving feedback in order to facilitate coaching practice
3.4
Summarise the outcomes of ongoing supervision for a minimum of 2 sessions of effective coaching to improve practice
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
8587-303 - Reflecting on Coaching Skills within an Organisational Context
Unit aim:
This unit aims for the learner to reflect on their ability to perform effectively as a coach within an organisational context
Learning Outcomes (the learner will) 1.
2.
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Be able to review the effectiveness of their coaching practice
Be able to plan for their own development in coaching
Assessment Criteria (the learner can) 1.1
Examine the effectiveness of their own coaching practice based on evidence, including records, supervision and feedback
1.2
Identify own strengths and areas for improvement of their own knowledge, skills and behaviour, including communication and interpersonal skills
2.1
Review own coaching ability to identify future development opportunities, including the use of questioning, listening and communication strategies
2.2
Produce a relevant development plan covering a minimum of 6 months, including timescales and measures of success
Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
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Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Companies we work with
Company quotes: Trainees wished to “…be able to structure a training session in order to train new employees…. I have learnt a lot in these sessions to put to use in my job.” “…learn how to develop a training plan and deliver a presentation… (this course) will help me when I deliver induction presentations. Previously I had no structure, but now I know the importance of training plan ensuring all material covered….(the tutor) set us all at ease, covered material with enthusiasm and helped to engage everyone.” Interface
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Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Company Quotes: “ILM Level 3 training has been an invaluable learning curve for all of our staff who attended. Expertly taught, it opened up the eyes of some of our most senior staff, proving that learning never stops. We cannot recommend this course enough.” Martin O’Farrell, HSEQ manager, The Deluxe Group
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Please do not hesitate to contact us if the unit combination your company requires is not listed. SRC will endeavour to remain flexible to meet your company needs.
Contact Us
SRC Portadown Campus 36 Lurgan Road Portadown Co. Armagh BT63 5BL 028 3839 7778
SRC Newry Greenshoots Campus Greenbank Industrial Est Ballinacraig Way, Newry, Co. Down BT34 2QX 028 3025 9664
Andrea Kearney SRC Portadown Campus 36 Lurgan Road Portadown
Margaret McNamee SRC Portadown Campus 36 Lurgan Road Portadown
Tel: 028 3025 9675 Mobile : 075 0419 3442 E: kearneya@src.ac.uk
Tel: 028 3839 7860 Mobile : 077 2520 0055 E: mcnameemt@src.ac.uk
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betterbusiness@src.ac.uk
