c&m day 2

1. Level 5 Certificate in Coaching
and Mentoring
Day 3

2. Aims for day 3
• Review learning logs from day 2
• Group feedback on coaching practice
• Group presentations on coaching model
• To introduce and use tools as a coach/mentor
• To undertake coaching practice and
supervision

3. Tutorial review
• Group review of coaching/mentoring
experience since last meeting

4. Present your coaching model

5. Coaching and mentoring tools

6. Coaching and mentoring tools
• Learning Styles
• EI assessment
• Leadership styles
assessment
• MBTI
• Johari window
• Communication styles
(VACOG)
• National Careers service
website
• Belbin team roles
• Force field analysis
• SMART
• Action Planning
• DISC assessment
• Assessing level of
motivation
• SWOT
• Wheel of life

7. Force field analysis

8. Force field Analysis
• Developed by Kurt Lewin
• Can be used to help you analyse forces that are driving you to
your goal/change and those that are restraining you from
achieving your goal or change
• It can be a helpful visual representation of the influence that
each force has. You can use bigger arrows for the forces that
will have a greater influence on the goal/change, and smaller
arrows for forces that will have less of an influence, and you
can also add weighting
• It can help you to think about how you can strengthen the
forces that support the goal/change and weaken the forces
opposing it, so that the goal/change is more successful.

9. Force field analysis examples

10. Weighted force field

11. Emotional Intelligence
• is the capacity of individuals to recognize their
own, and other people's emotions, to
discriminate between different feelings and
label them appropriately, and to use
emotional information to guide thinking and
behavior.
Coleman, Andrew (2008), A Dictionary of Psychology (3 ed.)

12. Goleman: An Intertwined Dynamic
Relationship
Self awareness Social awareness
Self management
Relationship
management
Emotional
intelligence
Personal Social
Awareness
Action

13. Emotional Intelligence Components
• Personal Competence – how we manage
ourselves
• Self Awareness
• Self-Management
• Social Competence – how we manage
relationships
• Social Awareness
• Relationship Management

14. Self-Awareness
Emotional Awareness: recognising one's emotions
and their impact; using ‘gut sense’ to guide decisions
Accurate Self-assessment: knowing one's strengths
and limits
Self-confidence: A sound sense of one's self-worth
and capabilities
Social Awareness
Empathy: sensing others’ emotions, understanding
their perspective, and taking active interest in their
concerns
Organisational Awareness: reading the currents,
decision networks, and politics at the organisational
level
Service: recognising and meeting follower, client or
customer needs
Self-Management
Emotional self-control: Keeping disruptive emotions
and impulses under control
Transparency: displaying honesty and integrity;
trustworthiness
Adaptability: Flexibility in adapting to changing
situations or overcoming obstacles
Achievement: The drive to improve performance to
meet inner standards of excellence
Initiative: readiness to act and seize opportunities
Optimism: seeing the upside in events
Relationship Management
Inspirational leadership: guiding and motivating with
a compelling vision
Influence: wielding a range of tactics for persuasion
Developing others: bolstering others’ abilities through
feedback and guidance
Change catalyst: initiating, managing and leading in a
new direction
Building bonds: cultivating and maintain a web of
relationships
Teamwork and collaboration: cooperation and team
building

15. Your Own Emotional Intelligence
• Complete EI Assessment
• How could this effect your performance as a
coach / mentor?

16. Wheel of Life
0
1
2
3
4
5
6
7
8
9
10
Home-Family
Relationships
Finance
Health & Fitness
Achievements
Contentment
Work-Career
Friendship
Security
Energy
Self Esteem
Fun/Leisure

17. Action Planning

18. SWOT analysis

19. SWOT Matrix
• A SWOT matrix is a framework for analyzing
your strengths and weaknesses as well as the
opportunities and threats that you face. This
helps you focus on your strengths, minimize
your weaknesses, and take the greatest
possible advantage of opportunities available
to you.

20. Coaching / mentoring Practice

21. Coaching practice
• Work in your group of 3
• Ensure each member has equal opportunity to
take each role
• Keep notes – this is evidence for your
assignments

22. For Next Session
• Undertake coaching or mentoring session(s)
• Share experiences with group on day 4