Masterclass in Coaching and Mentoring for L&D Managers #256009

Upon successful completion of this masterclass, participants will be able to:

• Differentiate between coaching, mentoring, training, and consulting, and apply the appropriate approach based on the developmental need.

• Demonstrate core coaching competencies, including active listening, powerful questioning, and providing constructive feedback, using a structured framework (e.g., GROW model).

• Design and implement a structured mentoring program within their organization to facilitate knowledge transfer and career development.

• Apply coaching techniques to conduct needs analysis, evaluate learning impact, and ensure the transfer of training to the workplace.

• Coach leaders and managers to become effective coaches for their own teams, thereby scaling a coaching culture.

• Measure the effectiveness and ROI of coaching and mentoring initiatives.

• Develop a personal action plan to integrate coaching and mentoring into their L&D leadership practice.

This masterclass is specifically designed for L&D professionals who are in or are preparing for leadership roles with a strategic focus on developing people:

• Learning & Development Managers, Directors, and Heads of L&D

• Chief Learning Officers (CLOs)

• Senior Talent Management and Organizational Development Professionals

• HR Business Partners with a strong focus on development

• Experienced L&D Consultants and Specialists

• Anyone in an L&D leadership role tasked with building a coaching culture

• Pre-assessment
• Live group instruction
• Use of real-world examples, case studies and exercises
• Interactive participation and discussion
• Power point presentation, LCD and flip chart
• Group activities and tests
• Each participant receives a binder containing a copy of the presentation
• slides and handouts
• Post-assessment

Day 1: The Strategic L&D Leader as a Coach & Mentor

• Morning Session: Redefining the L&D Role

  • The Evolution from Trainer to Strategic Talent Coach and Internal Consultant.

  • The Business Case for Coaching & Mentoring: Driving Performance, Engagement, and Retention.

  • Defining Terms: Key Differences between Coaching (performance-focused), Mentoring (career-focused), Training, and Therapy.

• Afternoon Session: Foundations of a Coaching Mindset

  • Core Coaching Competencies (based on ICF or EMCC standards): Active Listening, Powerful Questioning, Direct Communication.

  • Establishing Trust and Psychological Safety in a Coaching Relationship.

  • Self-Assessment: Evaluating personal coaching tendencies and strengths.

Day 2: Mastering Core Coaching Skills & Frameworks

• Morning Session: The Coaching Conversation Toolkit

  • The Art of Active Listening (Levels 1-3) and Paraphrasing.

  • Crafting Powerful, Open-Ended Questions that Unlock Insight.

  • Giving and Receiving Effective, Actionable Feedback.

• Afternoon Session: Applying a Coaching Framework

  • In-Depth Exploration of the GROW Model (Goal, Reality, Options, Will/Way Forward).

  • Practice with other models: OSKAR (Solutions-Focused) and CLEAR.

  • Intensive Practical Workshop: Role-playing coaching conversations using the GROW model with peer feedback.

Day 3: Designing and Managing Mentoring Programs

• Morning Session: Architecting a Successful Mentoring Program

  • Defining the Program’s Purpose: Onboarding, Leadership Development, Diversity & Inclusion.

  • Key Design Choices: Structured vs. Informal, Matching Strategies, Program Duration.

  • Developing Tools: Mentor/Mentee Agreements, Discussion Guides, and Goal-Setting Worksheets.

• Afternoon Session: Training the Mentors and Measuring Success

  • Equipping Mentors: Essential Skills for Effective Mentoring.

  • Launching, Administering, and Sustaining the Program.

  • Measuring the ROI of Mentoring: Beyond Satisfaction Surveys.

  • Workshop: Design the framework for a mentoring program for a specific organizational need.

Day 4: Advanced Application for the L&D Context

• Morning Session: Coaching for Learning Transfer & Impact

  • Using Coaching Skills to Conduct Deep-Dive Learning Needs Analysis.

  • Coaching Learners Pre- and Post-Training to Maximize Application on the Job.

  • Coaching Managers to Support Their Team’s Development and Reinforce Training.

• Afternoon Session: Coaching Leaders and Scaling the Culture

  • Strategies for Coaching Senior Leaders and Influencing Without Authority.

  • How to Train Managers to be Coaches: Designing “Coach the Coach” Programs.

  • Case Study: Analyze a scenario where a learning initiative failed due to lack of follow-up and design a coaching-based solution.

Day 5: Integration, Certification, and Strategic Implementation

• Morning Session: Ethics, Boundaries, and Measurement

  • Ethical Guidelines for Internal Coaches and Mentors: Confidentiality, Conflict of Interest, Knowing Your Limits.

  • How to Measure the Effectiveness of Your Coaching Engagements.

  • Final Practical Assessment: Participants conduct a recorded coaching session and receive structured feedback from the facilitator.

• Afternoon Session: Capstone and Action Planning

  • Developing a Strategic Plan: How to integrate coaching and mentoring into your overall L&D strategy.

  • Personal Action Plan: Each participant creates a detailed plan to apply their new skills, including goals for their first 30, 60, and 90 days.

  • Course Recap, Q&A, and Official Course Certification.