1. ILM LEVEL 5 Certificate in Coaching & Mentoring In Management

2. Aims, objectives and assignment details

12. Training v Coaching

16. Co-Active Coach

17. The Coaching Star

21. Performance Improvement Models

22. Hersey and Blanchard

23. Direct Coach and support Partner The Coachee does not yet understand the task and what is expected of him. He will be unsure of himself and his ability to perform The Coachee is growing in confidence and is looking for a deeper understanding and recognition for successful performance The Coachee can perform the task successfully on his own. He is self reliant and wants to be trusted and supported when necessary Competence HIGH Self Reliance HIGH LOW

25. Reflection in experiential learning - Kolb 1. Experiencing 3. Conceptualization 2. Reflection 4. Planning

28. McGregor’s Theory X & Y THEORY X People lazy Need coercing THEORY Y Enjoy responsibility Hard working

29. Herzberg Hygiene Motivators ACHIEVEMENT Rewards and income Working conditions Inter personal relations Style of supervision Company policy Recognition Achievement The work itself Growth Responsibility Career advancement IRRITATORS

34. Johari’s Window

45. Restraining Forces Driving Forces Now Goal Force Field Analysis

47. Models to aid understanding of your coachee

50. Visual

51. Visual

52. Visual

53. Auditory

54. Auditory

55. Auditory

56. Kino

57. Kino

58. Digital

59. Digital

60. Auditory

61. Strength Deployment Inventory (SDI )

74. Dealing with performance problems and how they affect our coaching style

80. Conflict Sequence

84. Giving Feedback

86. Burger Feedback What I noticed that was good and the impact What you could do differently Overall favourable impression

87. Accentuate the Positive We have done a lot of work so far and we still have a lot to do. We have done a lot of work so far but we still have a lot to do.

90. Reviewing our own ability to communicate effectively

91. Face To Face Communication

93. Can you tell me? That’s interesting…? I was wondering...? I am curious to know…?

94. COMMAND QUESTION STATEMENT

95. Considerate Questioning Asks un-softened questions Answers normally Asks softened questions Answers normally

96. Intimate Zone less than ½ metre Personal Zone ½ metre - 1¼ metre

97. Listening Exercise

98. Listening Exercise Person A is to pick a topic and talk to the others about the topic for a few minutes

99. Listening Exercise The people B’s are to deliberately match person A’s posture and give eye contact. You are not to listen.

100. Listening exercise The people C’s are to deliberately mis-match person A’s posture, i.e. to change your posture to the opposite. You are not to give eye contact but must listen.

106. Social gaze

126. Open Closed Arms folded Legs crossed Bodies turned away Back Forward Leaning forward Pointing towards you Open hands Fully facing you Both feet on ground Leaning back Looking up at ceiling Fiddling

127. Open Closed Back Forward RESPONSIVE REFLECTIVE FUGITIVE COMBATIVE

130. Undertaking Management Coaching or Mentoring in the Workplace

132. Training Cycle Identify training needs Design training Conduct training Has training worked?

133. Company Objectives Team & individual objectives Departmental objectives Strategic objectives INDIVIDUALS DEPARTMENTS DIVISIONS

135. Characteristics Essential Desirable Physical attributes Mental attributes Education and qualifications Experience, training and skill Personality Special circumstances

136. Characteristics Essential Desirable Physical attributes Good health record Excellent health record Few absences from work Tidy appearance Smart appearance Creates good impression on others No significant disabilities which would affect performance of the job Capable of working for long hours under pressure Mental attributes Top 30% for general intelligence, verbal ability and numerical ability Top 10% for general intelligence, verbal ability and numerical ability Education and qualifications Good general school results with a particular aptitude for English Excellent school results with ‘A’ levels, Baccalauréat or equivalent Certificate or Diploma in Management Membership of Professional body Membership of Institute of Purchasing and Supply Experience, training and skill Five years’ experience in purchasing Ten years’ experience in purchasing Two years’ experience of supervising a small office or section Successful record of supervising qualified staff Good social skills Successful completion of reputable management training course Ability to write good reports and to understand basic financial information Ability to plan, organise, co-ordinate and control work under pressure Personality Career record shows ability to adjust to normal social circumstances Mature and socially well adjusted Able to communicate at all levels Special circumstances Able to work overtime and at weekends Willing to work long hours when required, and to transfer to other locations in Able to travel to suppliers Fully mobile with valid driving licence

137. Skill or Quality Scale 0 –10 Importance To Me To Company 1 2 3 4 5 6 7 8 9 10

138. Skill or Quality Low High 0 2 4 6 8 10 1 2 3 4 5 6 7 8 9 10

142. Activist (Experiencers) Thrive on new experiences Open minded Involved Thrive on challenges Theorist (Conceptualisers) Create theories Analysts Rational Require certainty Pragmatist (Experimenters) Keen for new ideas Impatient Practical Keen to see business benefit Reflector (Evaluators) Stand back and ponder Cautious Low profile Listeners HONEY & MUMFORD’S LEARNING STYLES

145. Sense Do Think Watch

146. U nified Communications And Collaboration B usiness Intelligence E nterprise Content Management W orkflow S earch B usiness Data Catalog E xtensible UI O pen XML File Formats W ebsite and Security Framework S ecured, Well-Managed Infrastructure Sense Do Think Watch Absorb info Seek meaning Personally involved Experience things Look other perspectives Know facts What do experts think? Research internet Analyse Structured Practical uses Test theories Edit info Hands on experience Solve problems Hidden connections Self discovery Experiment Transfer to the real world Variety Practical uses Test theories Edit info Hands on experience Solve problems Hidden connections Self discovery Experiment Transfer to the real world Variety Know facts What do experts think? Research internet Analyse Structured Practical uses Test theories Edit info Hands on experience Solve problems Hidden connections Self discovery Experiment Transfer to the real world Variety People/social based Absorb info Seek meaning Personally involved Experience things Look other perspectives Know facts What do experts think? Research internet Analyse Structured Reflect alone Practical uses Test theories Edit info Hands on experience Solve problems Nothing fuzzy Hidden connections Self discovery Experiment Transfer to the real world Variety Adapt and change 1 2 3 4 1 4 2 1 4 3 2 1 4

147. Hook Sell Engage Share Content Practise Do Experiment Perform Apply Why What How If

151. Tuckman Forming Storming Norming Performing Adjourning

154. Four Temperament Scales 2. Information-Gathering 3. Decision-Making 4. Life Style E xtrovert: With People S ensing: Facts and Data T hinking: Logical, Rational J udging: Systematic, Organized F eeling: Impact on Others I N tuitive: Big Picture I ntrovert: Independent S P ontaneous: Changes Direction 1. Energy Source

155. Sixteen MBTI Types ISTJ-7 ESTJ-7 ISFP-1 ESTP-3 ISTP-3 INTJ-3 INFJ-2 ISFJ-4 INTP-6 INFP-3 ENFP-9 ESFP-4 ESFJ-5 ENFJ-6 ENTJ-11 ENTP-12

156. ILM LEVEL 5 Certificate in Coaching & Mentoring In Management