Coaching and Mentoring for Employee Development

Leadership and Business Management October 25, 2025
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Introduction

This program empowers leaders to shift their management style from telling to asking, transforming them into catalysts for employee growth, development, and self-discovery. The course clearly differentiates between the roles of coaching (performance focus) and mentoring (career and personal focus), providing distinct, practical frameworks for each. Participants will master essential coaching models, learn to ask powerful questions, and structure meaningful mentoring relationships. By implementing these skills, leaders will unlock their team's latent potential, drive higher engagement, and create a sustainable, internal pipeline of high-performing talent, directly contributing to organizational succession planning.

Objectives

Upon completion of this course, participants will be be able to:

  • Clearly define and distinguish between coaching, mentoring, and line management responsibilities.
  • Apply the GROW model and other structured frameworks for effective, goal-oriented coaching sessions.
  • Ask powerful, open-ended questions that challenge assumptions and facilitate employee self-discovery.
  • Design and manage formal and informal mentoring relationships to support career development.
  • Develop personalized action plans that address both skill gaps and behavioral change needs.
  • Identify and effectively coach different employee types (e.g., high-potential, under-performer).
  • Provide coaching-style feedback that fosters growth and accountability over defensiveness.
  • Integrate coaching and mentoring practices into the organization's overall talent development strategy.

Target Audience

  • Managers, Supervisors, and Team Leaders at all levels
  • Senior Leaders involved in executive development and succession planning
  • Human Resources and Talent Management Specialists
  • Technical Experts acting as mentors to junior staff
  • Individuals seeking to establish a formal internal coaching program

Methodology

  • Intensive role-playing sessions applying the GROW model to various employee scenarios.
  • Group workshops on formulating powerful, non-leading coaching questions.
  • Case studies analyzing the impact of effective and ineffective mentoring relationships.
  • Individual exercises creating a personalized coaching plan for a specific direct report.
  • Peer-to-peer coaching practice with constructive observation and feedback.

Personal Impact

  • Mastery of proven coaching models (e.g., GROW) and powerful questioning techniques.
  • Shift from a directive manager to a developmental leader and talent catalyst.
  • Enhanced ability to unlock employee potential and drive greater accountability.
  • Confidence in establishing and managing formal mentoring relationships.
  • Improved career prospects by becoming a recognized developer of talent.
  • Acquisition of a leadership style focused on sustained, long-term employee growth.

Organizational Impact

  • Significantly improved employee engagement, motivation, and job satisfaction.
  • Reduced turnover of high-potential and key talent through developmental support.
  • A robust and accelerated internal talent pipeline for succession planning.
  • Higher levels of employee accountability and ownership of problem-solving.
  • A cultural shift towards continuous learning, growth, and empowerment.
  • Increased productivity as employees gain confidence and autonomy.

Course Outline

Unit 1: Defining Coaching and Mentoring

Section 1: Roles and Boundaries
  • Clarifying the purpose, methods, and outcomes of coaching vs. mentoring
  • Understanding the leader's role as a coach (facilitator) versus a manager (director)
  • The ethical and confidentiality considerations in coaching and mentoring relationships
  • Determining when an employee needs coaching, mentoring, or training

Unit 2: The Core Coaching Frameworks

Section 1: The GROW Model
  • In-depth application of the G-R-O-W model (Goal, Reality, Options, Will/Way Forward)
  • Mastering the art of inquiry: asking powerful questions that shift perspective
  • The role of listening: focused, non-judgmental presence in a coaching session
  • Structuring a single coaching session for maximum impact and commitment

Unit 3: Advanced Coaching Applications

Section 1: Performance and Behavioral Coaching
  • Coaching for improved performance and addressing skill or knowledge gaps
  • Coaching for behavioral change and addressing negative habits or attitudes
  • Techniques for coaching high-potential employees for advanced roles
  • Managing resistance and skepticism in the coaching process

Unit 4: Principles of Effective Mentoring

Section 1: The Mentor's Role
  • Establishing a successful mentoring relationship: trust, boundaries, and goals
  • Sharing professional experience and wisdom to accelerate a mentee's career growth
  • The importance of sponsorship and advocacy for mentees in the organization
  • Structuring a long-term mentoring engagement and measuring success

Unit 5: Integrating Coaching into Leadership

Section 1: Building a Coaching Culture
  • Shifting daily leadership conversations from 'fixing' to 'developing'
  • Integrating coaching-style feedback into performance reviews and one-on-ones
  • Developing a structured internal coaching/mentoring network or program
  • Measuring the return on investment (ROI) of coaching in terms of retention and performance

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