activity 6 part 2




activity 6 part 2

5. Recruit and select coaches and trainees.

  Assume you have received a number of expressions of interest to participate in the coaching program. 

Choose three key areas from the areas you have selected. Think of three individuals that you know that have excellent skills in these three areas and three individuals who you consider could benefit from being coached. The three potential coaches could be staff you know from your COLLEGE, for example, or people you work, or have worked, with. The trainees could be fellow students.

Use the Coach-Trainee Matching Record you developed to record suitable matches between coaches and trainees, and therefore to select suitable participants. 

Submit your Coach-Trainee Matching Record to your assessor.

6. Induct and brief coaches and trainees.

  You are now required to induct and brief one of the coaches and one of the trainees you have matched and following the induction processes you developed as part of your coaching guide.  

Your assessor will role play the coach and will select another student to role play the trainees. 

Conduct the induction and complete your induction checklist as a record that you have conducted the induction. As a guide the induction should be for approximately 30 minutes. 

During the induction, you will need to demonstrate effective communication skills including:

• Speaking clearly and concisely 

• Using non-verbal communication to assist with understanding 

• Asking questions to identify required information 

• Responding to questions as required.

Submit your completed induction checklist to your assessor. 


Negotiating Expectations and Goals

  • Mentoring Program Agreement,
  • ‘Before the First Meeting’ Activity
  • STAGE 2:

    Establishing the Relationship

  • Getting to know each other
  • Career/work history
  • Identify development needs
  • Mentor to present work examples
  • STAGE 3:

    Development Needs / Knowledge Acquisition

  • Identify opportunities to acquire knowledge together e.g. attend a professional development event
  • Share and discuss a common planning topic of interest
  • STAGE 4:

    Career Development

  • Career direction check-up
  • Sharing each other’s CV/review mentees CV
  • STAGE 5:

    Sustaining the Relationship

    activity 6 part 2
    Last updated: Sep 2023

    Page 1

    Coaching Strategy Monitoring and Review Report


    Summarise the progress of coaching strategy

    The interviews will be done from 26/08/2020 to 10/09/2020. This will give the interview two weeks to interview all the mentors and mentees and build a understanding. After 10/09/2020 the induction sessions will begin. This will be done every week day to ensure that the mentors and mentees are comfortable and prepared when the mentoring program begins.

    Coaching outcomes

  • Retain and develop the leaders/talents
  • Create a learning culture – where both mentees and mentors are building on their leadership skills and values
  • Increase the visibility and mobility of the leaders/talents across the organisation
  • Build and increase leadership skills for both mentees and mentors
  • Prepare and retain talents for senior/business critical roles to ensure pipeline and succession
  • Enhance and ensure better integration of new employees
  • Progress

    > Act ethically and with respect towards all other participants;

    > Maintain strict confidentiality and professional boundaries;

    > Commitment to attend all prearranged meetings; and

    > Discuss expectations in the first meeting and review as meetings progress.

    Additional opportunities

  • Set expectations together in the very beginning.
  • Know when to wait before giving advice.
  • Improve your emotional intelligence
  • Be really forthcoming about mistakes you’ve made.
  • Seek out classes or projects related to skills your mentee wants to develop.
  • Positive contributions

    Establishing the Relationship

  • Getting to know each other
  • Career/work history
  • Identify development needs
  • Mentor to present work examples
  • Evaluation

    The evaluation phase occurs at the end of the coaching cycle and earlier if agreed. However, evaluating the coaching relationship is relevant at any point in the process, to ensure it remains on track and continues to be beneficial

    At the end of the coaching cycle, coach and coachee will agree on how to transition the relationship and any follow up required. Where agreed between coach and coachee, this may involve moving to a new phase or cycle of coaching, addressing different goals or building on the original goals

    Barner, R. and Higgins, J., 2007. Understanding implicit models that guide the coaching process. Journal of Management Development.

    LeUnes, A., 2007. Modelling the complexity of the coaching process: A commentary. International journal of sports science & coaching2(4), pp.403-426.


    activity 6 part 2
    Last updated: Sep 2023

    Page 2

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