Details

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Mastering Coaching Mentoring Discipline

Duration: 2 Days

Introduction

Leading people effectively today requires more than supervising tasks — it requires the ability to develop individuals, address challenges early, and take appropriate action when expectations are not met. Many managers struggle to balance supportive leadership with accountability. Some rely heavily on coaching without resolving ongoing workplace issues, while others move too quickly into disciplinary action, creating fear, resistance, or disengagement within teams.

This 2-day program is designed to help managers clearly understand when to coach, when to mentor, and when to apply progressive discipline. Participants will learn practical frameworks and communication techniques to handle workplace situations confidently, fairly, and consistently. The programme emphasizes using coaching and mentoring to support growth and improvement, while also equipping managers with the skills to conduct difficult conversations and deliver formal warnings professionally when necessary.

Through structured frameworks, real workplace case studies, role-plays, and hands-on practice, participants will strengthen their judgment in managing people-related situations, improve communication effectiveness, and apply the right intervention at the right time. The program ultimately supports managers in building a culture of accountability, development, and trust while ensuring organisational expectations are upheld.

Learning Outcomes

After attending this program, learners will be able to do the following:

• Clearly distinguish between coaching, mentoring, and progressive discipline/warning.
• Apply proven coaching models confidently in daily conversations
• Conduct effective mentoring relationships that drive growth
• Deliver fair, legal, and documentation-perfect verbal and written warnings
• Turn difficult conversations into development opportunities instead of conflicts

Key Content

Module 1 – The Manager’s Three Hats

• Coaching vs Mentoring vs Counselling/Discipline (clear framework + examples)
• When to wear which hat
• Interactive sorting exercise

Module 2 - Coaching for Growth & Improvement

• GROW and OSCAR models (step-by-step)
• Powerful questioning & active listening
• Case study + practice (real workplace scenarios)
• Feedback using SBI model

Module 3 – Mentoring – Long-term Development

• Difference between mentor and coach (again, reinforced)
• Setting up successful mentoring relationships
• Mentoring agreement template
• Role-play: First mentoring meeting + 6-month check-in

Module 4 – Coaching & Mentoring Practice

• Participants bring real cases
• Small-group coaching circles with trainer feedback
• Coaching practice using GROW
• Action plan for one team member each

Module 5 - Progressive Discipline Framework

• Full cycle: Informal coaching → Verbal warning → Written warning → Final warning → Termination
• Legal do’s and don’ts (country-specific highlights)
• Fairness, consistency, and documentation rules

Module 6 – Delivering Difficult Conversations & Warnings

• How to give a verbal and written warning without destroying morale
• Role play of a poor vs excellent warning conversation
• Triad role-plays (participants rotate as manager, employee, observer)

Module 7 - Documentation, Templates & Follow-up

• Example of warning letter templates (verbal warning record, written warning, PIP)
• Performance Improvement Plan (PIP) design and tracking
• Practice writing a real warning based on case studies

Module 8 – Role Play/case Studies

• Participants receive a case study
• They must decide: coach? mentor? warn? PIP? terminate?
• Present and defend their approach to the group

Closing & Personal Action Plan

• 30-60-90 day implementation plan
• What’s Next ?
• Certificate & group photo

Target Audience

This program is suitable for Business Executives, Managers (Sales and Operations Divisions), Departmental Managers, Unit Managers, Division Managers.

Methodology

This program uses a highly interactive and application-based learning approach to ensure participants can immediately apply what they learn at work.