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Core Skills: Coaching and Mentoring course
- 1. Mission Services Core Skills Training Coaching & Mentoring
- 2. Define Coaching & Mentoring Summarizing Coaching & Mentoring principles Examine techniques to leverage this skillset Objective 1 Objective 2 Objective 3 Course Objectives
- 3. Make sure you're in a learning environment free from distractions. Feel free to pause this course at anytime if you need to step away or take a break Write down any questions you have for your leaders and send it to them after the completion of this course Write down any feedback you have for L&D and forward that to your respective leader Course Rules Course Rules
- 4. A coach is: A coach is someone positioned to help a jobseeker maximize their full potential and reach their desired results. • Identify Goals • Hold you accountable • Encouraging What is a Coach?
- 5. A mentor is: A mentor is someone who shares with a mentee (or protege) information about his or her own career path, as well as provide guidance, motivation, emotional support, and role modeling. • Explore careers • Goal Setting • Networking • Identifying Resources What is a Mentor?
- 6. Confidence Recognition Contributions Self- awareness Opportunities Challenge Problem- solving Identify issues Create solutions When we discover our purpose, we also discover: Coaching and Mentoring Purpose
- 7. The 4 principles include: Encourage & Inspire Determining Goals Building Trust Active Listening Coaching and Mentoring Principles
- 8. Follow this structure: Step 1: Step 2: Step 3: Step 4: Step 5: Identify a goal Develop a purpose Create a plan Provide feedback Follow-up & Support Coaching and Mentoring Structure
- 9. Overwhelming No knowledge of goal Vague No milestones Not overwhelming Knowledge of goal Specific Milestones When developing goals, keep these points in mind: Don’t work Work Coaching and Mentoring Goals
- 10. Best Practices Include: Authentic Connection •Foster a transparent and safe partnership Discover Strengths •Discover strengths & opportunities Build Trust •Earn trust with your jobseeker Level-up • Take goals to the next level Coaching and Mentoring Best Practices
- 11. Knowledge Check Are you ready to test your knowledge of Coaching and Mentoring?
- 12. Next Steps • Pass feedback and questions to your respective leaders • Once you complete your knowledge check activity, be sure to forward it to your leader. This is how you will receive credit for completing the course • Work with your respective leader to complete all courses within the Core Skills Training suites
- 13. “ ” Questions ?
Editor's Notes
- Header/Topic: Welcome Say: Welcome to Mission Service’s Core Skills Training. This course will focus on the topic: Coaching and Mentoring. Keep in mind that the Core Skills Training will encompass numerous courses developed specifically to meet your unique needs as a member of the Missions Services team. You will continue to receive updates from your respective leaders once additional courses are released and available for you to complete. Explain: This is a self-paced course designed for you to complete at your own pace. Before you get started, make sure you have the following items to ensure successful completion of this course: •Something to write with- Pen/Pencil •Your Participant Guide- This can be accessed via the L&D Learning Portal •A quiet place to complete your training that is free from any distractions •And a headset, if needed. Say: I am very excited to walk you through this topic today.
- Header/Topic: Course Objectives Say: One of the important aspects of a training course is the course objective. The objectives provide insight into what you will learn from the content presented to you today. For the Coaching and Mentoring course, the objectives we will cover include: •Define Coaching, Mentoring •Summarize coaching & Mentoring principles •Examine techniques to leverage this skillset Explain: This course will provide you with the basic foundations of Coaching and Mentoring and leverage them in the workplace, and with the people we serve. Discuss: Coaching and Mentoring are an essential part of your role as a member of the Mission Services Team. When working with our job seekers, you’ll be presented with opportunities to help the Job Seeker to dive deeper within themselves to find their answers to questions about their career and educational growth and then put those ideas into action. Say: Next, let’s talk about some basic course rules to help you be successful during this session.
- Header/Topic: Course Rules Say: Course Rules Say: The rules for this course will look a little different as you are completing this session in a self-paced modality. So let's talk a little about the course rules now: •Make sure you're in a learning environment free from distractions. •Feel free to pause this course at any time if you need to step away or take a break •Write down any questions you have for your leaders and send it to them after the completion of this course •Write down any feedback you have for L&D and forward that to your respective leader Say: Now that we have covered the course rules let's discuss what coaching and mentoring are in more detail.
- Header/Topic: What is a Coach? Say: A coach is someone positioned to help a jobseeker maximize their full potential and reach their desired results. They are like a supportive friend, and trusted adviser rolled into one. They’re someone who will push the job seeker to identify their goals, hold you accountable, and encourage your journey to become a better version of themselves. Explain: In our role of Coaching and Mentoring, we’ll take on Four essential qualities of Coaching; please take a moment to write these down in your Participant Guide. Feel free to pause the video if that helps. The four qualities help the jobseeker: •Maximize their full potential •Identify goals and create accountability for achieving the goals •Reach their desired results •And finally, become a better version of themselves. Say: We’ll cover these in more detail later in the presentation. Now, let’s look into Mentoring and how we’ll be incorporating the qualities of a Mentor.
- Header/Topic: What is a Mentor? : Say: A mentor may share with a mentee (or protege) information about their career path and provide guidance, motivation, emotional support, and role modeling. In addition, a mentor may help with exploring careers, setting goals, developing contacts, and identifying resources. Again, we won't be taking on every aspect of mentoring, but these qualities of a mentor are what we'll be focusing on. Please take a moment to write these down in your Participant Guide. Feel free to pause the video if that helps. A mentor is someone who helps the job seeker by providing the following support: •Guidance, motivation, and emotional support while you work with the jobseeker •Help them explore potential career paths •Assist with goal setting •And, you will help identify additional resources available to them Explain: When combining Coaching and Mentoring, we don't necessarily take all aspects of each. For example: In general, we're focusing on employment and gaining the necessary skills to achieve that employment. We aren't focusing so much on the Jobseekers' personal life and relationships as a Life Coach might. And, in general, a Mentor is someone who supports another co-worker within the workplace. So we're using the same techniques, but with our Jobseekers instead. Say: Let's take another moment to review the aspects of Coaching and Mentoring that we will be taking on.
- Header/Topic: The purpose of Coaching and Mentoring Say: When combining Coaching and Mentoring, we don't necessarily utilize the unique aspects of each function. For example: In general, we're focusing on employment and gaining the necessary skills to gain meaningful employment. We aren't focusing so much on the Jobseekers' personal life and relationships as a Life Coach might. And, in general, a Mentor is someone who supports another co-worker within the workplace. So we're using the same techniques, but with our Jobseekers instead. Explain: So, what is the purpose of coaching and mentoring? The ultimate goal, in our case, is to support the Job Seeker in obtaining a career that offers a livable wage performing a job that they are passionate about! Additionally, effective coaching and mentoring empower our job seekers in the following ways: •Confidence- job seekers gain a new level of confidence that positions them so that their leaders recognize their contributions and stand out. •Self-awareness- jobseekers become self-aware of opportunities that present themselves and are more likely to challenge themselves in the workplace in ways they never thought of before. •Problem-solving- jobseekers become comfortable solving problems and developing long-lasting solutions in their professional and personal lives. As Career Coaches, we want to allow the jobseeker to leverage us and our skillsets in multiple ways. This is important because we want to foster trust and commitment when we work with job seekers. This is the key to helping them be successful on their career journey. In addition, through coaching and mentoring, we support job seekers to become more valuable and marketable in the workplace by enhancing their skills and preparing them for professional growth and development. Say: Now, let's take a deeper dive into the principles of coaching and mentoring.
- Header/Topic: Coaching and Mentoring Continued Say: Now that we understand what coaching and mentoring are and the overall purpose, I want to take some time to walk you through the principles of coaching and mentoring. Today, I will cover four coaching and mentoring principles with you to help you upskill and flex this skill when interacting with your jobseekers. Say: It is easier for us to apply these concepts when we thoroughly understand the characteristics that each principle carries. So Let's discuss those now: •Active Listening- looks like direct eye contact with the Job Seeker while having open body language. More aspects of active listening reflect essential aspects of what the Job Seeker said to let them know you're listening, ensuring you understood what they said and let them feel understood. One very important reminder is that during Active Listening, the Coach/Mentor isn't discussing their own experiences or giving advice. •Building Trust- You can build trust by keeping your conversations with the Job Seeker focused squarely on the goals they want to achieve. Additionally, you can continue to build trust with your jobseeker by showing interest in what they are saying and by holding your job seeker accountable for meeting their goals. One very important reminder is that building trust takes time and energy, but losing trust can happen instantly. •Determining Goals – To create strong goals with your job seeker, you must understand what the job seeker hopes to achieve by accepting our services. We want to be thoughtful about the questions we ask them and gently guide them to discover their passion, motivation, and ultimate goals. Once you have determined these, you can create a career success plan that caters to their unique journey. •Encouraging and Inspiring- According to Dr. Phillips-Jones' research, encouraging is the mentoring skill most valued by protégés! The best encouragement is specific and empathetic. When you communicate your belief in your job seekers' ability to grow and reach their goals, you foster a relationship built on trust. Additionally, when you want to inspire a job seeker, be sure to show empathy for their unique situation. Even if you can't relate personally, pull from an example you have experienced as a career navigator; this will make the empathy and experience more relatable, only building upon your solid relationship with the jobseeker. Explain: Please take a moment to write these down in your Participant Guide. Feel free to pause the video if that helps. Say: Next, I want to cover with you how to structure your coaching and mentoring sessions. with your jobseeker.
- Coaching and Mentoring Structure Say: Another important aspect of coaching and mentoring is understanding the structure of your coaching and mentoring sessions. Having a conversation with your jobseeker is different than conducting a structured coaching and mentoring session with them. I want to present some steps that you can implement to help you structure and guide your sessions. Let's review those now: •Step 1: Identify a goal- Through conversation with your jobseeker, determine the goal they want to obtain through your coaching and mentoring sessions. For example, let's say your job seeker wants to secure employment with a minimum salary of $16 an hour. This will be the goal we are working towards. •Step 2: Develop a purpose- Next, through high-impact questioning, you can help your jobseeker develop a purpose for reaching this goal. In this case, we know the job seeker wants to secure a job for $16 per hour. Through additional conversation, we learn that the jobseeker's purpose is to be in a position to support her children and save money to buy a new home. •Step 3: Create a plan- No that we understand the jobseekers' goal and purpose, we need to help them create a plan of action. Work with your jobseeker to lay out a plan for securing employment. This might look like you and the jobseeker creating a roadmap of steps for them to take to secure employment. Your plan might include; scheduling out time and days to job search, mock interviewing, resume updating, attending job fairs, or even conducting debrief sessions with your job seeker after they attend an interview. Whatever the jobseekers' needs are, be sure you create a unique plan that fits their specific need. Not all job seekers will need the same level of guidance as others, so you must be able to identify your job seeker's needs and tailor a plan to help them reach their goal. •Step 4: Provide feedback- Make sure you schedule feedback sessions with your jobseeker so that you stay abreast of their progress! Feedback sessions work both ways, so I encourage you to provide your jobseeker feedback and challenge you to ask your jobseeker to offer you feedback as well. This is important because you always want to ensure you are meeting their needs as the career coach. Additionally, working with your jobseeker to give feedback prepares them to perform this task in the workplace. What better way to set our jobseekers up for success than to practice skills with them, and they don't even know it! •Step 5: Follow up and Support- Lastly, you always want to make sure you follow up with your jobseeker regularly. This shows the jobseeker you are invested in them and their success. Also, be sure that you always offer support along the way. Don't be afraid to ask your jobseeker, "How would you like me to support you?" We always want to tailor our support approaches to each jobseeker and their situation. Say: We have covered a lot of information on coaching and mentoring. Next, I want to cover how to develop goals with your jobseeker.
- Coaching and Mentoring Goals Say: Coaching and mentoring both exist for the same purpose: helping others grow, develop and reach their full potential. Both methods allow individuals to take responsibility for their own personal and career development. Our interactions with Job Seekers might last a single visit, or it may last for several visits. Regardless of duration, we always want to ensure we are helping the jobseeker set attainable goals and help them reach career success. A common struggle we may see when coaching and mentoring is developing goals. Let's talk more about this in detail. Say: There are two ways goals can go, either they go North or the way we want them to, or they go South, which we want to avoid. Many contributing factors play a role in reaching goals; we want to create important and meaningful goals with our jobseeker. So what's the difference between the two? Goals that go "south" fall into these categories: •Too big to achieve in a reasonable amount of time •Job Seeker does not have the skills or knowledge to achieve, •Goals are too vague •Goals that are not broken down into achievable steps. Goals that go "north" do so because they avoid falling into the categories we just covered. Well written goals are written in such a way that they support the following: •They are not overwhelming •The jobseeker fully understands what it takes to reach the goal •The goals are specific •The goals are presented to allow the jobseeker to break down a pathway to achieve the goal. Think about breaking down the goal into bite-sized, achievable steps. When positioned this way, the jobseeker can celebrate the mini-milestones until they reach their ultimate goal. This encourages the jobseeker and motivates them to stay committed to their career journey. Say: When creating goals, it's very important to take your Job Seekers current life situation with family, work, and other outside activities into account. Without this information, you may not have a clear picture of what might make a goal achievable versus one that is not. You may have a Job Seeker that feels completely overwhelmed in life, or you may have a Job Seeker who is a go-getter, trying to take on everything at once. It's important to really hear the story your Job Seeker is telling you so that you can help them balance their current life and start working on these new goals. Next, I want to dive into coaching and mentoring best practices with you.
- Coaching and mentoring best practices Say: Coaching and mentoring Is more than telling someone what to do. Coaching and Mentoring is working with a job seeker to encourage them to make decisions, problem-solve and grow their professional skill set. I want to provide you with some best practices to follow, to help guide you to be successful in your coaching and mentoring sessions with your jobseekers. So let's talk about those best practices now: •Developing an authentic connection- A key to being a successful coach and mentor is to build authentic relationships with your jobseeker. This means you and your jobseeker feel safe, comfortable, respected, and understood. Some things you can do to support this partnership might include making a human connection, being confident in your delivery, and simply offering a warm and inviting greeting when you meet with them. •Discovering strengths- It is your job to help a jobseeker identify their strengths and their opportunities. As their coach and mentor, pay close attention to the topics that make your jobseeker light up. Also, listen to them and determine the things they speak passionately about. From there, you can begin to help the jobseeker identify their strengths and help them align their skills to their passion. Also, this is an excellent time to identify opportunities that they can turn into strengths. •Build Trust- Your partnership with your jobseeker will require an immense level of trust. This is earned over time, so don't be surprised if it doesn't happen overnight. Great things take time, and building trust with your jobseeker is one of those great things you will achieve. Some things you can implement along the way might include; celebrating your jobseekers' success, modeling professional behaviors, and being transparent. •Level up goals- We spoke about setting goals and how to do it. However, we didn't touch on level-up goals. This means taking an already identified goal to the next level. For example, let's say a jobseeker's goal is to secure meaningful employment. Typically, this might look like an entry-level position. However, how can we level up this goal? We could do this by identifying unique strengths the jobseeker has and positioning those strategically. The result? Instead of the jobseeker meeting their goal by securing a job, they receive a job offer for a supervisor role because of their skillset. We want to challenge and push our jobseeker to be the best version of themselves; this includes leveling up when an opportunity arises. Say: Next: this completes the content we will cover in coaching and mentoring. Let's move on to our next slide, where we will test our knowledge of the content and topic covered today!
- Knowledge Check Say: The next part of this course is to designed to check your understanding of the content that was presented today. In your workbook, you will find a knowledge check worksheet. Pause this video when I give you the prompt, and I want you to take about 10 minutes to review and answer your knowledge check questions. Once you are completed, you can click play on the video and finish the session. Say: Remember, when you are finished with the course, provide your leader with your knowledge check worksheet, as this will ensure you are given credit for participating and completing the Growth Mindset course today. If you have any further questions, please be sure to speak with your leader. Say: Alright, go ahead and pause the video now and begin your knowledge check. Return: Say: Welcome back! I hope you enjoyed completing your knowledge check. Lets move forward and discuss next steps as we wrap up this session.
- Header/Topic: Next Steps Say: Some next steps I want to cover include: Be sure to pass on feedback or questions to your leaders Make sure you pass on your knowledge check activity from this course to your leader as this is what will confirm your completion of this course And lastly, work with your manager to schedule time to complete the other Core Courses that have been released this quarter. Say: It Is important to keep your upskilling and training at the forefront of everything you do. Let’s move forward into our Q&A section of this course.
- Header/Topic: Questions Say: In the beginning of this course, I advised you to write down questions you may have as you move along in the session. Any questions that you have written down, or if you have questions that have crossed your mind now, I encourage you to write those down and schedule time with your leader to work through those questions and get some solid answers.
- Header/Topic: References Say: In an effort to give credit when credit is due, we have included a reference page to call out the resources used to create this content here for you today.