NEVADA | PROFESSIONAL EXPERIENCE

Program Professional Framework

ILM Recognized Coaching and Mentoring Skills for Managers and Supervisors

Program Overview

Managers who coach and mentor well build capability, confidence and retention in their teams, especially where organizations are investing heavily in developing national talent. This program equips managers and supervisors to hold structured coaching conversations using the GROW model, ask powerful questions, listen actively, give developmental feedback, and set up mentoring relationships with clear purpose, boundaries and review points. Extensive practice in triads with observer feedback helps participants move from telling to enabling, and decide when coaching, mentoring or direct instruction is the right choice.

Learning Outcomes

✓Distinguish coaching, mentoring, counselling and training and choose the right approach for a situation.
✓Conduct a coaching conversation using the GROW model from goal setting to committed actions.
✓Apply active listening and open, powerful questions to help a team member find solutions.
✓Contract a mentoring relationship with agreed goals, boundaries, confidentiality and meeting rhythm.
✓Deliver developmental feedback using a structured model.
✓Evaluate coaching progress and adjust the approach based on outcomes.

Target Audience

Line managers and supervisors
Team leaders responsible for staff development
Mentors in graduate and national talent programs
HR and learning and development professionals

Detailed Program Modules

01Coaching and Mentoring in the Workplace

Definitions and differences between approaches
Benefits for individuals, teams and organizations
The manager as coach

02Core Coaching Skills

Levels of active listening
Powerful and open questions
Building rapport and trust

03The GROW Model

Goal, reality, options and way forward
Structuring short and extended sessions
Practice in triads with observer feedback

04Feedback for Development

Feedback models and timing
Balancing support and challenge
Handling resistance and defensiveness

05Mentoring Relationships

Mentoring roles and responsibilities
Contracting, confidentiality and boundaries
Reverse and peer mentoring

06Sustaining a Coaching Culture

Recording and reviewing coaching progress
Ethical considerations and when to refer
Embedding coaching in performance conversations

Training Methodology

Interactive expert-led sessions grounded in workplace examples

Case studies and practical exercises drawn from the region

Group workshops with peer review of decisions and deliverables

Formative feedback against clear performance criteria

Applied Project & Assessment

Applied Project

Participants conduct and record reflections on three coaching conversations with team members using the GROW model, draft a mentoring agreement for one mentee, and submit a reflective log with lessons learned and their personal coaching development plan.

Assessment

Short diagnostic at the start, practical tasks linked to each learning outcome, and evaluation of the applied project against published criteria.

University Certificate & International Accreditation

Professional Certificate accredited by University of Malaya in ILM Recognized Coaching and Mentoring Skills for Managers and Supervisors

International accreditation: Global Leadership Organization (GLO)