Training Package
Understand The Principles Of Coaching And Mentoring
🎬 Contains VideosThis package explains workplace coaching and mentoring, helping learners distinguish the approaches, understand their organisational benefits and evaluate barriers to effective programmes.
£2.00 per learner
Restricted package
Understand The Principles Of Coaching And Mentoring is only available to approved organisations. Please contact Micro Learn Online for access.
Contact Micro Learn OnlineAbout this package
Coaching and mentoring are both ways to support workplace development, but they serve different needs. This package introduces their principles within an organisational context, explaining what each approach involves, what it aims to achieve and when it is appropriate. It focuses on understanding and evaluating these approaches, giving learners a foundation for considering how they could support learning, development and performance in their own workplace.
The coaching content examines purposeful, work-focused conversations that help people explore a goal, agree specific actions and take responsibility for following through. It distinguishes coaching from an undirected chat or simply giving instructions. The mentoring content looks at a developmental relationship in which a more experienced person shares workplace experience, organisational knowledge and professional judgement. Learners compare the two approaches and consider how different development needs influence the choice between them.
The package then explores why organisations invest in planned coaching and mentoring programmes rather than leaving support to informal arrangements. It considers employee confidence, capability and engagement alongside business priorities such as service quality, retention and readiness for change. Succession planning and talent development are also covered. Learners examine the decisions involved in programme adoption, including who receives support, who provides it, how people are matched and what organisational need the programme is intended to address.
The final part examines the conditions that can prevent programmes from becoming effective workplace practice. These include limited time, workload pressures, poor manager support, unclear goals, culture, resources and learner confidence. Learners are encouraged to look beyond apparent lack of commitment and consider underlying causes, such as shift patterns that make attendance difficult. This emphasis on diagnosing barriers helps learners assess what supports participation, trust and follow-through, and what may need to change before a programme can work consistently.
Who it’s for
This package suits managers, team leaders, HR and learning and development staff who need a foundational understanding of workplace coaching and mentoring. It is also relevant to employees considering either approach for their own development.
What’s covered
Coaching in Organisations: Purpose, Features and Outcomes
Explains coaching as a planned, work-focused conversation that supports performance, learning or behaviour. Covers its purpose, typical participants and intended outcomes, including agreeing actions and encouraging ownership.
Mentoring and Comparing Workplace Development Approaches
Introduces mentoring as a relationship through which a more experienced person supports learning from workplace experience, organisational knowledge and professional judgement. Compares coaching and mentoring, including their similarities, differences and suitability for different development needs.
Why Organisations Invest in Coaching and Mentoring Programmes
Examines the business and people development reasons for adopting planned programmes, including confidence, capability, engagement, succession planning and talent development. Considers decisions about participants, providers, matching and the organisational priorities a programme should address.
Barriers to Effective Coaching and Mentoring Implementation
Evaluates cultural, resource, manager-related and learner-related barriers, including workload, limited time, unclear goals and lack of support. Explores how workplace conditions can affect participation, trust and follow-through, and why identifying underlying causes matters.
Learning outcomes
By completing this package, learners can:
- Describe coaching within an organisational context, including its purpose, typical features and intended outcomes.
- Describe mentoring within an organisational context, including its purpose, typical features and intended outcomes.
- Compare coaching and mentoring by identifying their similarities, differences and appropriate uses in the workplace.
- Explain why organisations adopt coaching and mentoring programmes, referring to business, people development and performance benefits.
- Evaluate potential organisational barriers to coaching and mentoring, including cultural, resource, manager-related and learner-related factors.
What’s included
A deployable SCORM package with practical learning content, ready for your LMS.
How it works
Add access, upload the package to your LMS, and pay per learner who uses it.
Frequently asked questions
What is the difference between coaching and mentoring?
The package describes coaching as a purposeful conversation focused on a work-related goal and agreed actions. Mentoring centres on learning from a more experienced person's workplace experience, organisational knowledge and professional judgement; learners explore when each approach is appropriate.
Does this package cover setting up workplace coaching and mentoring programmes?
It covers why organisations adopt programmes and the decisions involved, such as who receives support, who provides it and how matches are made. Its focus is on understanding principles, benefits and barriers rather than providing a step-by-step programme implementation guide.
Which barriers to coaching and mentoring does it examine?
The content examines limited time, workload pressures, poor manager support, unclear goals and wider cultural, resource and learner-related factors. It also considers how underlying workplace conditions can make participation and follow-through difficult.
How is the package delivered, and does it include video?
This is an e-learning package from Micro Learn Online, uploaded to your organisation's own LMS for learners to access there. It includes video content.
Is this suitable for someone new to coaching and mentoring?
The content introduces the purpose, features and intended outcomes of both approaches before comparing them and examining organisational adoption. This makes it suitable for learners seeking a foundational understanding of coaching and mentoring in the workplace.
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