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Corporate
Coach Group

Help Others Reach Their Full Potential

Coaching and Mentoring Training 1 day

This course will show you how to become a better coach and mentor, by developing a clear communication style and learning how to give feedback in a positive way to build confidence in others. Learn to help others to achieve worthwhile goals, using encouragement and praise to keep them motivated, whilst at the same time acting as a role model.

Available as bespoke in-house training tailored to your organisation.

★★★★★
"The course will definitely help me to be a better trainer. I have received a lot of important information and techniques which I can use during training. The trainer was very nice, a good speaker and spoke very clearly." - Patrycja Kalamarska, Urban Outfitters Online
Quality Training
Established 1997
6 CPD Hours
Delivery Options

Course Overview

What is Coaching and Mentoring Training?

Coaching and mentoring are two distinct forms of teaching. Coaching is based on giving personalised instruction that improves the learner's skills, knowledge, technique and confidence. Mentoring is based on role modelling: teaching by example and exemplifying the specific attributes the mentor wishes to inspire in the learner. To be a coach and a mentor is a privilege and an honour. It also requires a high degree of skill.

The morning session establishes a shared definition of coaching and mentoring, then guides delegates through a self-analysis to identify their current strengths and the areas they most want to develop. We then explore specific coaching skills in depth: clear communication, reasoning, emotional intelligence, suggestive questioning, constructive feedback, performance management and confidence building.

The afternoon turns to the more profound skill of mentoring. Actions speak louder than words, and mentoring requires us to be what we want to see in others. We examine the social learning theory behind role modelling, the moral and ethical components of effective mentoring, and the integrity required to lead by example. Each delegate leaves with a personal action plan to implement immediately on returning to work.

Core Skills

The Key Skills Covered

This course develops six interconnected skills that together equip you to coach and mentor others with confidence, consistency and genuine positive impact.

  1. 1

    Defining Coaching and Mentoring

    Establish precise definitions of coaching and mentoring, understand what they have in common, how they differ and what skills each requires. Build a personal template for both skill sets and use it to assess your current strengths and areas for development.

  2. 2

    Clear Communication Skills

    Communicate with greater clarity and precision so that your instructions, feedback and guidance land as intended. Minimise misunderstandings by choosing words that direct attention towards the desired outcome rather than away from what you want to avoid.

  3. 3

    Reasoning and Emotional Intelligence

    Apply sound reasoning to coaching conversations and develop emotional intelligence so you can read the feelings and motivations of the people you are helping. Use both skills together to guide learners through challenges in a supportive and constructive way.

  4. 4

    Suggestive Questioning and Feedback

    Use questions to lead people to their own conclusions rather than simply telling them what to do. Master the art of constructive feedback that acknowledges effort, identifies specific improvements and inspires the learner to take positive action.

  5. 5

    Performance Management and Confidence Building

    Manage performance in a way that is fair, consistent and motivating. Build self-confidence in those you coach by setting achievable goals, celebrating progress and helping individuals develop a realistic and positive self-concept.

  6. 6

    Mentoring and Role Modelling

    Develop the deeper skill of mentoring through role modelling. Understand the moral, ethical and character-based qualities required to be an effective mentor: you must consistently be what you want to see in others. Actions speak louder than words.

Who Is This Course For?

Who Should Attend This Coaching and Mentoring Training Course?

Designed for anyone who wants to develop the skills to help others reach their full potential through structured coaching and inspired mentoring.

Managers and Team Leaders

Develop the coaching skills to draw out the best performance from each team member and build a culture of continuous development.

HR and L&D Professionals

Enhance your ability to support others' learning, design coaching conversations and model the behaviours your organisation values.

Senior and Specialist Staff

Apply deep expertise as a mentor by learning how to share knowledge, exemplify best practice and develop the people around you.

Aspiring Coaches and Mentors

Build a structured, practical foundation in coaching and mentoring techniques that you can apply immediately in your role.

Also beneficial for technical experts who now lead others, experienced professionals stepping into a development or training role, and individuals committed to building a culture of continuous learning within their team.

Course Agenda

Coaching and Mentoring Training Course Details

AM

Morning Session • Foundations of coaching, self-analysis and core coaching skills

Establish clear definitions of coaching and mentoring, assess your current strengths and development areas, and develop the core coaching skills of clear communication, reasoning, emotional intelligence and suggestive questioning.

We begin by defining the exact meanings of the terms coaching and mentoring. Both are forms of teaching, but they work in distinct ways. Coaching is a personalised process focused on improving the learner's skills, knowledge, technique and confidence through structured instruction and guided practice. Mentoring is a more profound form of teaching based on role modelling: the mentor exemplifies the specific attributes, habits and standards they want to inspire in the learner. We explore practical examples of each, discuss what they have in common and identify the key differences. By the end of this session, you will have a clear template for each skill set that you can use to assess your own current position.
Good coaches and good mentors share a common foundation of skills, knowledge and attitudes that underpin their effectiveness regardless of the context. These include the ability to communicate clearly, to listen actively, to ask questions that open thinking rather than close it, and to give feedback that is honest, specific and constructive. They also share a genuine belief in the potential of the people they are developing, an ability to build trust and rapport quickly, and the discipline to be consistent in their behaviour and expectations. We examine each of these shared qualities in turn and assess how strongly they are currently present in your own approach.
We analyse your current strengths and relative weaknesses against the list of coaching and mentoring skills. The aim is twofold: to play to your existing strengths and to address your key weaknesses. Eliminating weaknesses is particularly important because it only takes one obvious gap or error to undermine your credibility and effectiveness as a coach or mentor. We will ask you to write down your personal learning outcomes for the course so that you can measure your progress against them at the end of the day.
Whether you are coaching someone towards a performance target or mentoring them towards a professional standard, the process must begin with a clearly defined goal. We examine the principles of effective goal setting in a coaching and mentoring context: how to help others set goals that are specific, meaningful and achievable; how to write down those goals in a way that creates commitment; and how to break large goals into smaller, manageable steps that build momentum and confidence along the way.
Clear communication is the foundation of effective coaching. If your instruction is ambiguous, your feedback vague or your questions leading, the learner will not make the progress they are capable of. We cover how to structure your coaching conversations, how to choose words that produce the response you intend, and how to check for genuine understanding rather than assuming your message has landed. We also explore the difference between affirmative and negative language, and why directing attention towards the desired behaviour is consistently more effective than drawing attention to the behaviour you want to stop.
Effective coaches do not simply tell people what to do; they give good reasons. When a learner understands why a particular technique, habit or approach is beneficial, they are far more likely to adopt it willingly and sustain it over time than if they are simply instructed to comply. We explore how to construct and communicate clear, logical reasoning that the learner can accept and internalise, making your coaching more persuasive and more durable in its effects.
Emotional intelligence is the ability to recognise, understand and manage your own emotions while also reading and responding appropriately to the emotions of others. In a coaching context, this means being able to sense when a learner is anxious, resistant, discouraged or frustrated, and adapting your approach accordingly. We examine the four components of emotional intelligence most relevant to coaching and mentoring: self-awareness, self-regulation, empathy and social skill. You will practise applying each in realistic coaching scenarios.
Suggestive questioning is a technique that guides the learner towards an insight or solution through carefully constructed questions rather than direct instruction. It is one of the most powerful tools available to a coach because it produces ownership: when people arrive at an answer through their own thinking, they are more committed to acting on it. We cover the distinction between open, closed and leading questions; the Socratic method of guided inquiry; and how to sequence questions in a way that progressively builds the learner's understanding and confidence.
PM

Afternoon Session • Feedback, self-concept and developing your mentoring skills

Develop the skills of constructive feedback and performance management, then shift focus to the more profound practice of mentoring: role modelling, social learning theory, integrity and leading by example.

Constructive feedback is one of the most valuable gifts a coach can give. Delivered well, it accelerates progress, builds confidence and motivates the learner to improve. Delivered poorly, it damages trust and creates defensiveness. We cover a structured approach to feedback that is honest, specific and focused on behaviour rather than character. We also address performance management: how to raise a performance issue in a way that is fair and respectful, how to agree a clear improvement plan and how to follow up consistently without creating anxiety or resentment.
The self-concept is the mental picture a person holds of themselves: their abilities, their worth and what they believe they are capable of. It has a direct influence on performance. People tend to act in ways that are consistent with their self-concept, which means that if you can help someone upgrade their view of themselves, you will see a corresponding improvement in their results. We examine the psychology of the self-concept, how it is formed, how it can be limiting, and practical techniques you can use in coaching conversations to help others build a more accurate, positive and empowering view of themselves.
Mentoring is a more profound form of teaching than coaching because it requires you to be an example of the qualities you want to develop in others. It is not enough to tell your learners to be decisive, disciplined, positive or honest; they must see those qualities in you consistently. We examine the specific mentoring skills that enable you to transfer professional standards, values and habits through example rather than instruction, and explore how to have mentoring conversations that are honest, supportive and genuinely developmental.
Social learning theory, developed by Albert Bandura, holds that much of what people learn comes not from direct instruction but from observation: watching others and modelling the behaviours, attitudes and standards they see. This is the theoretical foundation of effective mentoring. We examine the key elements of social learning theory and their practical implications for anyone who occupies a senior, expert or leadership role. The behaviour you display consistently will be observed and replicated, whether you intend it to be or not. Understanding this makes mentoring both a responsibility and a significant opportunity.
Integrity means consistency between what you say and what you do. For a mentor, integrity is not merely a virtue; it is the foundation of your credibility and influence. If your learners see a gap between the standards you advocate and the behaviour you actually demonstrate, your authority as a mentor is undermined. We examine what integrity looks like in practice, how it is demonstrated through small daily actions as well as significant decisions, and why developing and maintaining your own integrity is the single most powerful thing you can do to become a more effective mentor.
Effective mentoring requires more than technical skill. It has strong moral and ethical dimensions. A mentor must be willing to stand for certain values, to tell the truth even when it is uncomfortable and to hold to standards of conduct that they genuinely believe in. We explore the moral and ethical qualities that underpin great mentoring: honesty, fairness, respect, courage and personal accountability. We also discuss how to navigate situations where your learner faces an ethical dilemma and how to use those moments as powerful opportunities for development.
The most enduring lesson a mentor can teach is not any specific skill or piece of knowledge but the example of how to conduct oneself as a professional and as a person. We close the afternoon by exploring what it means to lead by example in practice: the daily habits, the professional standards, the attitude to challenges and the treatment of others that define an exemplary mentor. Each delegate completes a personal action plan identifying the specific changes they will make immediately on returning to work. Three months of free telephone coaching is available to all delegates to support implementation.

Availability and Pricing

Delivery Options

Choose the delivery format that best fits your schedule and team.

All options deliver the same high-quality content.

Bespoke In-House

£2250 +VAT

per training day

We come to you. Training delivered at your premises, tailored to your team's specific needs.

  • Your premises or online
  • Tailored to your organisation
  • Dates to suit your schedule
  • We can train in your timezone
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All Our Training Includes

Full 1 day of expert training delivered by an experienced trainer
CPD-endorsed course: 6 CPD training hours (plus 2-3 additional hours via post-course online learning)
Full digital interactive course notes
Official training certificate
Access to free additional training material via our post-course portal
3 months of free telephone coaching while you implement your learning

Questions? Call 020 3856 3037 or 01452 856091

Frequently Asked Questions

Course FAQs

You can book directly online via our course dates page, call us on 020 3856 3037, or make an enquiry and we will call you back. We accept payment by BACS, cheque or credit card. Once booked, you will receive a confirmation email with full joining instructions.
Yes. We can deliver this course exclusively for your team at your premises or online, on dates to suit you. Bespoke in-house training is priced per day rather than per delegate, making it cost-effective for groups of four or more. We can also tailor the content to address your organisation's specific challenges.

To be a mentor is to teach by example. A mentor helps others develop not just by giving instruction but by exemplifying the specific qualities, habits and professional standards they want to inspire in the learner. The term comes from Greek mythology: Mentor was the trusted guide and adviser to Telemachus in Homer's Odyssey.

In a professional context, a mentor is typically an experienced individual who supports a less experienced person's development over time, sharing knowledge, modelling best practice and providing honest guidance. Mentoring is a more profound form of teaching than coaching because it has strong moral and ethical components: the mentor must consistently demonstrate the values and behaviours they wish to see in others. To be a mentor is a privilege and a significant responsibility.

Coaching and mentoring are both forms of teaching, but they work in distinct ways.

Coaching is based on personalised instruction. A coach improves the learner's specific skills, knowledge, technique and confidence through structured conversation, feedback and guided practice. The coaching relationship is typically more task-focused and shorter-term, centred on a defined performance improvement or skill development goal.

Mentoring is based on role modelling. A mentor teaches by example, exemplifying the attributes, habits and standards they want to inspire in the learner. Mentoring relationships tend to be longer-term and broader in scope, encompassing professional values, attitudes and character as well as specific skills.

The two approaches complement each other, and the best coaches and mentors are able to move between both modes depending on what the learner needs at any given moment.

Yes, the training is highly interactive. Sessions include group discussions, exercises, case studies and individual action planning. The trainer actively teaches expert content rather than simply facilitating discussion, so delegates leave with structured knowledge they can apply immediately. The style is engaging and practical throughout.

There are no mandatory formal qualifications required to be a mentor. What matters most is a combination of relevant experience, genuine commitment to the learner's development and the practical skills covered on this course.

To be effective, a mentor needs to be able to communicate clearly, ask good questions, give constructive feedback, demonstrate the qualities they want to inspire in others and maintain the consistency and integrity that underpin trust. These are all skills that can be developed and refined, and this course provides a structured foundation for doing so.

Some organisations offer internal mentoring programmes with their own frameworks or accreditation. This course is an excellent preparation for participating in or leading such a programme, whether or not a formal qualification is involved.

Delegates come from a wide range of roles, sectors and levels of experience. The common characteristic is a desire to become more effective at helping others develop.

The course attracts managers and team leaders who want to get better results through their people, HR and learning and development professionals who support others' growth, senior and specialist staff who have been asked to mentor less experienced colleagues, and individuals who simply want to develop themselves as coaches and mentors.

Delegates come from manufacturing, professional services, healthcare, education, retail, technology, the public sector and many other industries. The principles of coaching and mentoring apply across all of them: the skills of clear communication, good questioning, constructive feedback and role modelling are universally transferable.

Open courses run from 9:00 am to 4:30 pm. Delegates are welcome to arrive from 8:45 am; tea and coffee are available from that time. The course includes mid-morning and mid-afternoon breaks plus a lunch break.

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On This Page

  1. 1 Course Overview
  2. 2 Key Skills
  3. 3 Who Should Attend
  4. 4 Course Agenda
  5. 5 Delivery Options
  6. 6 FAQs

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Bespoke In-House £2250 +VAT/day
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Customer Reviews

What Delegates Say About This Course

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★★★★★

"Thinking about problem-solving in a creative way will be very beneficial, as will breaking down issues into the various categories. Thinking also about how to engage and encourage was helpful. The course content was diverse, engaging and has motivated me! Presentation was clear and engaging. "

Rosie White

Turbine Surface Technologies Limited

★★★★★

"Very good, interactive course, a lot to take away. Decision making app is useful. Trainers was friendly and knowledgeable. "

Zoe Naylor

Turbine Surface Technologies Limited

★★★★★

"Although I was cynical prior to the course, I found the course very rewarding and informative. An interesting two days, of great value. The trainer's presentation was exceptionally good."

Tony Morris

British International Helicopter Services Limited

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Ready to Develop Your Coaching and Mentoring Skills?

Enrol on our next open course, book a live online training session, or speak to us about tailored in-house delivery for your team.

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Or speak to a member of our team directly:

020 3856 3037 01452 856091