This programme will develop your capacity to act as an effective coach-mentor, to help and support others to take responsibility and control of their own learning in order to improve and maximise their performance. You will examine tools, techniques and theories to develop appropriate skills for improving the performance of your colleagues and coachees.
As this is an individual distance learning qualification enrolment is open throughout the year and can be studied by candidates based across the globe.
Duration: 6 months
Time Commitment: average 10-15 hours per month (75 in total)
Accreditation: EMCC Foundation Level
Entry requirements: Good business English and an appetite to learn
Fees: £2,995 + VAT
Contact: Ed Parsloe
Delivery format: Distance learning
To develop the core skills, tools and techniques to act as an effective coach-mentor in a range of situations and contexts. In business, this may include helping and supporting other to take control of their own learning to improve and maximise their performance.
Designed for an individual, during this programme you will work with your own coach-mentor supervisor (CMS) who will guide you through a structured process of learning, practice and reflection. You can expect a blended learning approach, using a mixture of traditional and online learning opportunities.
We believe that there is no right or wrong way to coach-mentor. We believe you need to develop a range of skills, tools and techniques to be effective in a range if situations and context. We believe you need to know what to adjust your style and/or approach to be effective in any given situation, we believe you need to be authentic and strive for simplicity. We call this situational coach-mentoring.
If you’re an internal coach, you will be a competent and effective coach-mentor who can practice effectively and ethically within your organisation. If you lead or manage people, you will improve your ability to have difficult conversations and improve the performance and engagement of your direct reports and/or team.
- 90 minute individual briefing webinar
- Individual sessions with your Coach Mentor Supervisor, 6 hrs in total plus 2 hours of feedback
- Develop your skills with 3 practice coaching sessions with 3 volunteer coachees each month
- Raise you self-awareness and build your knowledge through reading 3 books, accessing hours of streamed content and completing different measurement tools.
- Develop expert questioning, listening and feedback skills
- Develop a simple set of process tools to manage the coach-mentoring relationship
- Develop some questioning sequencing techniques like ELECTRIC and Appreciative Inquiry
- Develop enhanced objective reflection techniques
- Develop an understanding of relevant ethical issues
Each month you will reflect on your entire leaning from that month via learning logs and write Reflection Notes (8) that you submit online. These Reflection notes, alongside personal learning plans (2), feedback from your volunteer coaches (180 Benchmarking) and your CMS form the basis of our submission file which is then assessed against the stated learning outcomes for the programme.
Despite some differences in language, all of the major professional coaching bodies (EMCC, ICF, AC) broadly agree what constitutes best practice in coaching and there is also a commonly agreed Global Code of Ethics. So when you are making a decision as to which body is most appropriate, you need to find points of difference. For us, there are two main areas of difference that make the EMCC a compelling choice.
Firstly, its origins and sphere of influence. The EMCC was born in the UK with an international, business outlook created with both coaching and mentoring in mind. This contrasts with others like the ICF (American life coaching) and the AC (coaching only). It is these origins and underpinning values that drive its sphere of influence. For example, the CMI, ILM and many academic institutions reference and use the EMCC competency framework in their course content and assessment processes. For us, the inclusion of mentoring is important to our coach-mentoring philosophy.
Secondly, and perhaps most importantly, we strongly believe the EMCC’s approach to assessing coaching and mentoring competence is more powerful and helps create more competent, agile coach-mentors The EMCC’s insistence on demonstrating (and being assessed on) critical reflection of your practice is, we believe, more effective than either being assessed on your academic understanding (Universities) or on a pure non-directive observation of practice (ICF). Many organisations that hold duel accreditation will require separate assessment processes to meet these different approaches. However, as the EMCC's approach combines both of these aspects it can save you time whilst still being a rigorous process.