Open Courses

Level 5 Coaching and Mentoring Diploma

Chartered Management Institute (CMI)

CMI56

Introduction

Gain the Level 5 Coaching & Mentoring Diploma by attending this valuable and engaging 12 day course.

The Level 5 Management and Leadership Diploma  aims to develop personal management capabilities, make effective use of information in decision-making, operations and the development of the skills in managing people.

LMC courses will provide you with the best chance of success first time.

The qualification is normally completed within 6 months, but learners have up to 3 years. The minimum number of guided learning hours is 285.

Who should attend

The qualifications are developed for middle managers, helping them to develop their skills and experience, improve performance and prepare for senior management responsibilities.

To study and complete the assessment takes between 6 and 12 months.

COURSE PROFILE

Introduction to Coaching

  • Describe the purpose of coaching in human resources development
  • Describe the role of mentoring in management
  • Evaluate the difference between coaching and mentoring
  • Evaluate the benefits of coaching in performance management
  • Explain the role of coaching in team learning

Introduction to Mentoring

  • Evaluate the benefits of mentoring in performance management
  • Explain the role of mentoring in team learning
  • Analyse the role of a manager as a coach
  • Analyse the role of a manager as a mentor
  • Explain how coaching and mentoring is linked to organisational objectives

How learning styles support coaching and mentoring

  • Determine the different learning and development styles of self and individuals
  • Review the impact of the differing learning styles on the development and operation of coaching and mentoring programmes
  • Construct a development plan to support individual and team styles using coaching and mentoring activities

Developing coaching and managing skills as a manager

  • Assess current skills of communication and people development to support personal practice of coaching and mentoring
  • Identify learning and development opportunities to meet personal skills needs and to develop own practice
  • Evaluate skills and practices and produce a personal development plan in relation to mentoring skills

Coaching in the organisation

  • Develop a coherent, congruent statement of ethics for coaching programmes and activities
  • Analyse the impact of personal and organisational values and belief systems on the delivery of coaching activities
  • Evaluate personal coaching performance, detailing ways of dealing with beliefs, values, diversity and conflicts of interest

Coaching and mentoring programmes in the workplace

  • How coaching and mentoring is used by an organisation
  • The benefits of coaching and mentoring to an organisation
  • The organisational impact of using coaching and mentoring

Management coaching as a human resources development tool

  • The impact on an organisation of establishing a coaching and mentoring culture
  • Barriers to change affecting coaching and mentoring
  • Overcoming organisational and individual resistance to implementing coaching and mentoring
  • Developing a plan to support individuals in the adoption of change

Monitoring and evaluating coaching and mentoring within an organisation

  • Implement coaching and mentoring programmes within an organisation
  • Establish processes and mechanisms to record and monitor the impact of coaching and mentoring
  • An implementation strategy to ensure continuous improvement

Personal development planning

  • Identify the importance of continual self-development in achieving organisational objectives
  • Assess current skills and competencies against defined role requirements and organisational objectives
  • Identify development opportunities to meet current and future defined needs
  • Construct a personal development plan with achievable but challenging goals

Implementing personal development plans

  • Identify the resources required to support the personal development plan
  • Develop a business case to secure the resources to support the personal development plan
  • Identify benefits obtained from improvements
  • Discuss the processes required to implement the personal development plan
  • Evaluate the impact of the personal development plan on the achievement of defined role requirements and organisational objectives
  • Review and update the personal development plan

Staff Welfare

  • Discuss the relationship between staff welfare and
  • organisational objectives
  • Explain the process for assessing staff welfare
  • Explain the actions to be taken by the manager in dealing with a staff welfare issue
  • Describe how to communicate responsibilities for staff welfare to the team
  • Discuss records that may be maintained to demonstrate that staff welfare is supported

Understand the practice and operation of action learning against organisational objectives

  • Explain the practice of action learning and the role of the
  • manager
  • Identify the benefits of action learning in the development of individuals
  • Evaluate the impact of action learning on organisational objectives

Be able to facilitate learning through action learning

  • Assess mechanisms to monitor that the individual is taking responsibility for their own decisions, actions and learning approach
  • Develop practices to support individuals to elicit personal and organisational values
  • Explain how individuals are motivated and encouraged to apply learning to practice
  • Explain how the individual can be supported to maintain focus and alignment to organisational needs
  • Evaluate programmes that integrate the practice of action learning with organisational needs

Understand how to develop and maintain effective working relationships to achieve objectives

  • Evaluate the use of action learning across programmes of learning
  • Analyse the organisational objectives and the impact of
  • action learning towards achievement

Understand the tools and techniques used in mentoring

  • Evaluate the use of reflection, self-awareness, dialogue, questioning and listening techniques within mentoring activities to support behavioural and organisational change
  • Explain the impact of personalities on the selection of the tools and techniques adopted with individuals
  • Identify when problem-solving techniques are used when mentoring
  • Explain the differing techniques needed when mentoring individuals

Understand the need to develop relationships to support mentoring practice

  • Analyse what is needed for successful coaching relationships
  • Identify how to build the commitment of the individuals to
  • establish a partnership for effective coaching
  • Establish goals and agree action plans with individuals
  • Evaluate individuals’ engagement with the programme through the coaching process

Understand guidelines and protocols for intervention and the need to develop coaching interventions to meet organisational requirements

  • Discuss guidelines and protocols for interventions based on accepted coaching theory and practice
  • Evaluate the effectiveness of the mentoring interventions in achieving organisational objectives
  • Develop interventions of mentoring to support individuals in the achievement of organisational objectives

Understand the tools and techniques used in coaching practice

  • Explain what is meant by the coaching cycle
  • Evaluate the use of reflection, self-awareness, dialogue, questioning and listening techniques within coaching activities to achieve behavioural and organisational change
  • Explain the impact of personalities on the selection of the tools and techniques adopted with individuals
  • Determine when problem-solving techniques are appropriate within coaching activities
  • Explain the differing techniques needed when coaching different groups and individuals

Understand the need to develop relationships to support coaching practice

  • Analyse what is needed for successful coaching relationships
  • Identify how to build the commitment of the individuals to establish a partnership for effective coaching
  • Establish goals and agree action plans with individuals
  • Evaluate individuals’ engagement with the programme through the coaching process

Understand guidelines and protocols for intervention and the need to develop coaching interventions to meet organisational requirements

  • Discuss guidelines and protocols for interventions based on accepted coaching theory and practice
  • Develop coaching interventions against identified organisational objectives
  • Evaluate the effectiveness of the coaching interventions in achieving organisational objectives

 

 

 

SKILLS

At the end of the course delegates will receive the CMI Award in Coaching & Mentoring and be able to: 

- Coach and mentor staff of all levels effectively