Fundamentals of Training, Coaching, and Mentoring

As organizations continuously evolve, the need to enhance employee capabilities through structured development processes has become critical. The course Fundamentals of Training, Coaching, and Mentoring, offered by Geneve Institute of Business Management, equips participants with core principles and applied knowledge to design, deliver, and support development initiatives effectively. The course focuses on empowering professionals with the tools and strategies necessary to foster learning, performance improvement, and growth through structured training and purposeful guidance.

Target Group

• HR and organizational development professionals.

• New or aspiring trainers and internal facilitators.

• Professionals seeking to enter the fields of coaching or mentoring.

• Managers and team leaders aiming to develop their leadership and developmental skills.

Objectives

• Understand the essential components and structure of training, coaching, and mentoring programs.

• Identify the roles and responsibilities of trainers and coaches within institutional settings.

• Gain the ability to design relevant and effective training content.

• Build professional relationships that encourage growth through structured guidance.

Course Outline

• Introduction to Organizational Training

  • Understanding the purpose and impact of training.

  • Distinctions between training, education, and development.

  • Features of an effective training process.

  • Key stages in training program development.

• Core Concepts in Coaching and Mentoring

  • Differentiating between coaching, mentoring, and advising.

  • Essential attributes of a professional coach or mentor.

  • Building trust and rapport with beneficiaries.

  • Organizational frameworks for implementing guidance programs.

• Training Needs Assessment

  • Techniques for identifying developmental gaps.

  • Gathering data to define training objectives.

  • Aligning training needs with business priorities.

  • Documenting needs assessments for planning.

• Designing Training Content

  • Selecting topics suited to audience profiles.

  • Structuring material to meet defined goals.

  • Incorporating various learning preferences.

  • Choosing supportive tools and instructional materials.

• Presentation and Communication Techniques

  • Engaging participants through structured delivery.

  • Verbal and non-verbal interaction strategies.

  • Time and audience management during sessions.

  • Avoiding common communication pitfalls.

• Practical Use of Mentoring at Work

  • Linking mentoring to employee performance improvement.

  • Methods for constructive and guided mentoring.

  • Individual vs. group mentoring formats.

  • Conducting and documenting mentoring sessions.

• Evaluating Training Effectiveness

  • Measurement tools for assessing outcomes.

  • Immediate vs. long-term evaluation methods.

  • Performance indicators and feedback loops.

  • Enhancing future programs based on findings.

• Challenges in Coaching and Mentoring

  • Organizational and cultural resistance.

  • Establishing trust in hierarchical environments.

  • Handling lack of commitment from participants.

  • Strategies to overcome common mentoring obstacles.

• Ethical Standards in Developmental Roles

  • Maintaining confidentiality and professionalism.

  • Dealing with role boundaries and conflicts.

  • Respecting diversity and individual differences.

  • Upholding fairness and neutrality in delivery.

• Strategic Role of Training and Mentoring in Institutions

  • Strengthening employee loyalty through development.

  • Bridging operational skill gaps for growth.

  • Fostering a continuous learning culture.

  • Enhancing career progression through guided support.