A Guide to Mentoring Sports Coaches – WebEx update

Kurt Lindley – Development Lead Officer (Coach Developer)

Workshop Outcomes – unchanged

identify important learning opportunities for coaches outline the potential roles of the mentor in the development of coachesexplain how a mentor can help to maximise these learning opportunitiesmanage the self-reflection, coach profiling and development planning processesidentify the core skills of mentoringdevelop a personal mentor profile and development plan

By the end of the workshop, delegates will be able to:

Workshop Overview

Section Core Content Time

ONEIntroduction

•Welcome•workshop outcomes and format

10 minutes

TWOMentoring and

Mentorship

•Define mentoring •Role in coach learning•Issues that impact

50 minutes

THREEMentoring Skills

•Learning theory•self-reflection process •core mentoring skills

60 minutes

FOURMentoring Practice

•Mentoring session•Coach profiling•Measuring the impact

50 minutes

FIVESummary

•Benefits of mentoring •Personal action plan

10 minutes

Get the ball rolling!

(Section 2: Mentoring and Mentorship)

Dragon’s Den Activity: In four groups delegates have 10 minutes to prepare a 90-second sales pitch for a mentoring programme.

What is a mentor?Why do we need them (benefits)?What do mentors do (interventions)?What are the challenges and how may they be overcome?

Changing Relationships!

(Section 2: Mentoring and Mentorship)

paid versus unpaid (investment and expectation)voluntary versus mandated (chosen/forced)manager versus colleague (hierarchy/equality)informal versus formal (unstructured/ad hoc versus directed).

Learning Theory: cycles, styles or preferences!

(Section 3: Mentoring Skills)

For the purposes of this workshop, we will consider learning as an active process involving watching, doing, listening and reading

If required or appropriate highlight there are many theories of learning each has its own merits

Use section 6: Learning preferences, if appropriate

Have a go(Section 4: Mentoring Practice)

Profiling as a tool for developing benchmarks and empathyInfluences on coach profiling- Who they are (philosophy)- what they know and can do- where they work/want to work

Practical activity (peer mentoring)- Goal setting (refresh)- Training Needs Analysis (online info)

To Finish.....

Measuring Coaching and Mentoring performance- Built in not bolt on

Thank you

Questions anyone?