Masterclass in coaching and mentoring for L&D managers#600924

• Analyse the impact of future trends on the L&D profession and the evolving skills and knowledge required for L&D professionals to thrive in the digital age.
• Apply core coaching and mentoring principles to guide and support the professional development of L&D team members.
• Utilize effective questioning techniques to stimulate critical thinking, problem-solving, and goal setting within their team.
• Foster a growth mindset within the L&D team, encouraging continuous learning, innovation, and adaptation to change.
• Navigate potential challenges in coaching and mentoring relationships, such as providing constructive feedback or addressing performance issues.

• L&D managers and team leaders seeking to develop their coaching and mentoring skills.
• HR professionals responsible for building and supporting high-performing L&D teams.
• Experienced L&D professionals interested in expanding their leadership capabilities.
• Anyone interested in developing their coaching and mentoring skills to support the professional growth of others.

• 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 Future of L&D & The Changing Role of L&D Managers
• Welcome and program overview.
• The Future of Work & The Evolving L&D Landscape: Exploring the impact of digital transformation and future trends on the learning and development field, considering the changing needs of learners and organizations.
• The Future of L&D Teams & The Role of L&D Managers: Discussing the evolving role of L&D managers in the digital age, emphasizing the importance of coaching and mentoring for building a future-proof L&D team.
• The Power of Coaching & Mentoring: Defining coaching and mentoring and exploring their distinct benefits for professional development and skill acquisition within the L&D team.
• Case Study Analysis: Analysing real-world examples of effective coaching and mentoring practices in the L&D field.
• Guest Speaker: An L&D leader recognized for fostering a culture of learning and development within their team can be invited to share their experiences and answer participant questions.
Day 2: Building Coaching and Mentoring Relationships
• Core Coaching & Mentoring Skills: Equipping participants with core coaching and mentoring skills, such as active listening, building rapport, and asking powerful questions.
• Establishing Effective Communication: Discussing strategies for establishing clear communication channels, providing constructive feedback, and fostering open and honest dialogue within coaching and mentoring relationships.
• Goal Setting & Accountability: Guiding participants on utilizing coaching and mentoring sessions to support L&D team members in setting SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) and developing accountability plans for achieving them.
• Building Trust & Psychological Safety: Creating a safe space for open communication and exploration within coaching and mentoring relationships, emphasizing the importance of trust and psychological safety for fostering learning and growth.
• Coaching vs. Mentoring: Providing a clear distinction between coaching and mentoring approaches, considering when each is most appropriate for supporting L&D team members' development needs.
• Hands-on Workshop: Practicing Coaching Skills (Optional): Participants engage in simulated coaching scenarios, practicing active listening, asking powerful questions, and providing constructive feedback in a safe learning environment.

Day 3: The Future of L&D & Team Development
• Future Studies & The Skills Gap in L&D: Utilizing future studies methodologies to anticipate potential skill gaps within the L&D profession and develop strategies for continuous learning and upskilling of L&D teams.
• Fostering a Culture of Learning within the L&D Team: Equipping L&D managers with strategies for creating a learning environment that encourages knowledge sharing, collaboration, and continuous professional development among team members.
• Developing Future-Proof L&D Professionals: Discussing strategies for supporting L&D team members in developing the skills and knowledge necessary to thrive in the digital age, such as expertise in emerging learning technologies, data analysis for learning evaluation, and design thinking for innovative learning solutions.
• Mentoring for Career Development: Exploring how mentoring can be used to support L&D team members' career aspirations and long-term professional development goals.
Day 4: Coaching for Performance Improvement
• Providing Effective Feedback: Equipping L&D managers with strategies for providing constructive feedback that is specific, actionable, and focused on development rather than criticism.
• Addressing Performance Issues: Guiding participants on navigating challenging coaching conversations related to performance issues within the L&D team, while maintaining a supportive and solutions-oriented approach.
• Coaching for Growth Mindset: Equipping L&D managers with coaching techniques to foster a growth mindset within their team, encouraging a willingness to learn from mistakes, embrace challenges, and continuously develop new skills.
• Ethical Considerations in Coaching & Mentoring: Discussing ethical considerations in coaching and mentoring relationships, such as maintaining confidentiality, managing conflicts of interest, and promoting diversity and inclusion within the L&D team.

Day 5: Building Your Coaching & Mentoring Action Plan & Ongoing Learning
• Developing a Personalized Coaching & Mentoring Action Plan: Participants create a personalized action plan outlining strategies to implement effective coaching and mentoring practices within their L&D teams. This may include:
o Identifying opportunities to integrate coaching and mentoring into their leadership style.
o Setting goals for their own professional development as a coach and mentor.
o Establishing clear expectations and guidelines for coaching and mentoring relationships within the L&D team.
o Identifying resources for ongoing learning and development in coaching and mentoring best practices.
• Course Wrap-Up & Ongoing Resources: Reviewing key takeaways from the program, addressing any remaining questions, and discussing ongoing resources for staying informed about advancements in coaching and mentoring methodologies, future trends in the L&D field, and best practices for building high-performing L&D teams.
• Networking & Collaboration: Participants connect with other L&D managers, share their coaching and mentoring action plans, and explore collaboration opportunities to exchange best practices and build a network of support for continuous learning and development as L&D leaders.