Using Coaching and Mentoring in the Workplace to Develop High Performers
OVERVIEW
Mentoring and coaching in the workplace are often confused. Understanding the difference
between the two approaches and how to effectively use each style to improve
employee engagement is key to success for managers who want to retain employees
and increase their “social capital” and reputation as
leaders and managers.
WHY SHOULD YOU ATTEND
Effective managers
draw upon many skills to lead their teams. For the manager it is important to
know when to use Mentoring or Coaching to improve employee
engagement and give constructive feedback.
When Managers
provide constructive feedback, they create a “win-win” situation
for their direct reports and improve business results by motivating and
engaging employees.
AREAS COVERED
- Definitions
of employee engagement and a “motivating job”
- Definition
of constructive feedback and motivation
- Definition
of a mentor and a coach and the difference between coaching and mentoring
skills
- The
role of manager in coaching and performance management
- Situational
examples to reinforce how to use the two different skill sets. The choice
of the skill set depends on the situation and employee that will benefit
from the use of one of the styles
- The
importance of coaching in performance management
- When
to use coaching and when to use mentoring to be effective
- How
to initiate a positive learning situation and create accountability in the
employee
LEARNING OBJECTIVES
Learn how a manager
can use coaching and mentoring skills to motivate and improve employee
performance.
Mentoring and
coaching in the workplace are often confused; learn the difference and when and
how to use each style. Also learn the techniques of coaching and performance
management to better engage and motivate employees.
WHO WILL BENEFIT
- Leaders
- Managers
- Individual
contributors
- High
potentials
- Baby
boomers
SPEAKER
Years of
Experience: 20+ years
Areas of
Expertise: Leadership, Executive Presence, Career Transitioning and
Communication Skills
She has been
coaching leaders for 15 years and consults on talent and
leadership development, assessment tools, and leadership models. She uses
premium assessments and 360s tools to solidify her clients’ understanding of
their strengths and developmental areas. Her coaching approach increases her
clients’ success rates in reaching their goals and broadening their career
opportunities.
Clients agree after
working with Valerie they have:
- Improved
self-confidence
- Accept
constructive feedback
- Have
gained a strategic perspective
- More
flexible leadership style and Executive Presence
- Effective
"360" communication style
She demonstrates
superior professionalism and discretion with her clients. She was featured
in Choice Magazine (coaching industry publication) in the
September 2016 issue for her article on “Generational Similarities and How to Manage
the Multi-Generational Workplace”.
Valerie has 20+ years
of leadership experience at ATT and HP (EDS) in product
management, financial analysis, economic analysis, and regulatory
affairs. This business experience along with her current entrepreneurial
success benefits her clients; they view Valerie as someone who understands and
has firsthand experience with organizational situations.
She presents
webinars on current leadership topics, team leadership, coaching models for
managers/leaders, ways to engage and motivate employees, and leadership for the
21st century and multi-generational workplace.
She is certified by
the global standards organization, ICF at PCC level; she also
mentors and assesses new coaches as part of their coaching certification. She
received her coaching training at University of Texas Dallas in Organizational
Behavior and Executive Coaching.
She is certified in
premium assessment and 360s: MBTI, Hogan, DISC, Extraordinary
Leader 360, MLQ 360, Lominger Voices.
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