CMI Level 7 Diploma in Leadership Coaching and Mentoring Training Course Outline
Our CMI Level 7 Diploma in Leadership Coaching and Mentoring Training Course is thoughtfully structured to meet the 197 Guided Learning Hours requirement, providing delegates with 33 hours of comprehensive course material and 164 hours of interactive e-learning content.
Qualification Level: Diploma
Minimum Credit: 46
The below-mentioned topics will be delivered by our professional instructor in the Online Instructor-Led Training.
Unit 7015V1: Coaching and Mentoring Within Organisational Culture
Credit Value 7
Guided Learning Hours: 30
Module 1: Demonstrate the Links Between Strategic Performance and Coaching and Mentoring
- Identify the Links
- How the Relationship Links to Coaching?
- How the Relationship Links to Mentoring?
- Develop a Case That Coaching and Mentoring Can Benefit
- Analysis of a Coaching and Mentoring Process
Module 2: Impact of Organisational Culture on Coaching and Mentoring
- How Organisational Culture Can Impact on Coaching?
- How Organisational Culture Can Impact on Mentoring?
- Current Cultural Influences that Inhibit Coaching
- Current Cultural Influences that Inhibit Mentoring
- Current Cultural Influences that Support Coaching
- Current Cultural Influences that Support Mentoring
Module 3: How Coaching and Mentoring Can Impact the Organisation?
- Use of Coaching to Contribute Towards Performance Management
- Use of Mentoring to Contribute Towards Performance Management
- Need for Board Level Endorsement of Coaching
- Need for Board Level Endorsement Mentoring
- How Coaching Can Support a Range of Development Issues?
- How Mentoring Can Support a Range of Development Issues?
- Effect of Coaching on Organisational Culture
- Effect of Mentoring on Organisational Culture
Unit 7020V1: Leadership Coaching and Mentoring Skills
Credit Value 7
Guided Learning Hours: 7
Module 4: How Coaching and Mentoring Programmes Support Business Objectives?
- Benefits of Coaching to an Organisation
- Benefits of Mentoring to an Organisation
- How Coaching Programmes Support Business Objectives?
- How Mentoring Programmes Support Business Objectives?
- Guidelines and Protocols for Programmes
- Develop a Coherent, Congruent Statement of Ethics
Module 5: Implementation of Coaching and Mentoring
- Organisational and Resource Implications of Coaching
- Organisational and Resource Implications of Mentoring
- Overcome Organisational and Individual Resistance to the Implementation of Coaching
- Overcome Organisational and Individual Resistance to the Implementation of Mentoring
After completing the instructor-led training, we'll move to our Self-Paced Training to complete the certification
Module 6: Devise an Implementation Plan
- Plan to Install Coaching Programmes
- Plan to Install Mentoring Programme
Module 7: Evaluate the Impact of the Coaching and Mentoring Plan
- Impact to an Organisation of Establishing Coaching Culture
- Impact to an Organisation of Establishing Mentoring Culture
Module 8: Develop Skills as a Leader in Coaching and Mentoring
- Communications and People Development to Support Personal Practice of Coaching
- Communications and People Development to Support Personal Practice of Mentoring
- Opportunities to Meet Personal Skills Needs and to Develop Own Practice
- Produce a Personal Development Plan in Relation to Coaching Skills
- Produce a Personal Development Plan in Relation to Mentoring Skills
Unit 7017V1: Organisational Coaching and Mentoring
Credit Value 6
Guided Learning Hours: 25
Module 9: Issues Involved During the Adoption of Organisational Coaching and Mentoring
- Obstacles to Coaching and Mentoring
- Strategies to Overcome or Minimise the Operational Managers’ Issues
- Operational Areas Requiring Additional Support During Adoption
Module 10: Develop Changes Through the Coaching and Mentoring Process
- Strategy to Monitor the Impact of Coaching and Mentoring
- Methodology for Operational Managers
- Develop a Methodology for Operational Managers
Module 11: Determine the Need for Continual High-Level Support
- Method to Identify and Recognise Coaching and Mentoring Successes
- Strategy in Response to a Less Than Positive Coaching and Mentoring Experience
- Methods for the Strategic Managers to Demonstrate Overt Support
Unit 7016V1: Coaching and Mentoring Policies
Credit Value 6
Guided Learning Hours: 25
Module 12: Construct Organisational Coaching and Mentoring Policies
- Coaching and Mentoring as Business Drivers Linking Individual and Strategic Performance
- Methodology to Identify Individual Operational Responsibilities
- How Managers Can Be Measured on the Effects of Their Coaching and Mentoring?
- Develop Ethical Guidelines
- Construct a Policy That Offers Coaching and Mentoring
Module 13: How Impact, Support, and Recognition of Coaching and Mentoring Is Accepted?
- How Coaching and Mentoring Is Used?
- Determine the Support, Internal and External
- How Coaches and Mentors Can Be Recognised for Their Contribution?
Unit 7018V1: Strategic Impact of Coaching and Mentoring
Credit Value 6
Guided Learning Hours: 30
Module 14: Understand Individual, Team, and Departmental Development
- Analyse Changes to Culture Within the Organisation
- How Coaching Is Used to Manage Individuals, Teams, and Departments?
- How Mentoring Is Used to Manage Individuals, Teams, and Departments?
- How Coaching Is Used to Share Knowledge?
- How Mentoring Is Used to Share Knowledge?
Module 15: Effect of Coaching and Mentoring on Strategic Performance Objectives
- Impact of Coaching on Strategic Performance Objectives
- Impact of Mentoring on Strategic Performance Objectives
- Costs of the Coaching Process Against the Benefits Obtained
- Costs of the Mentoring Process Against the Benefits Obtained
- Method to Share the Evaluation of the Coaching
- Method to Share the Evaluation of the Mentoring
Unit 7002V1: Developing Performance Management Strategies
Credit Value 7
Guided Learning Hours: 25
Module 16: Set Performance Targets of Teams
- Links Between Team Performance and Strategic Objectives
- Tools and Techniques Available to Set Team Performance Targets
- Value of Team Performance Tools to Measure Team Performance
Module 17: Agree Team Performance Targets to Contribute to Meeting Strategic Objectives
- Performance Targets Within Teams Against Current Performance
- Encourage Individual Commitment to Team Performance
- Application of Delegation, Mentoring, and Coaching
- Team Performance Plan to Meet Organisational Objectives
Module 18: Monitor Actions and Activities
- Process for Monitoring Team Performance and Initiating Changes
- Team Performance Against Agreed Objectives of the Plan
- Team Performance in Contributing to Meeting Strategic Objectives
Module 19: Apply Influencing and Persuading Skills
- Influencing and Persuading Methodologies
- Impact of Individual Dynamics, Interests, and Organisational Politics
Unit 7019V1: Embedding Coaching and Mentoring in the Organisation
Credit Value 7
Guided Learning Hours: 30
Module 20: Develop Coaching and Mentoring for Individuals and Organisations
- Develop Autonomous Coaching and Mentoring Networks Within the Organisation
- Implement the Organisational Coaching and Mentoring Policy
- Develop a Network of External Coaches and Mentors
- Evaluate Accreditation and Continuing Professional Development Opportunities
Module 21: Support Evolving Organisational Objectives Through Coaching and Mentoring
- Analyse Organisational Opportunities
- Sharing Network to Operate Upwards, Downwards, and Between Peers
- Encourage Staff to Seek Coaching and Mentoring
- Achievements Against the Core Business Drivers
Unit 7010V1 Implementing Organisational Change Strategies
Credit Value: 7
Guided Learning Hours: 25
Module 22: How to Apply Solutions to Organisational Change?
- Identify a Range of Organisational Change, Models or Frameworks
- Apply a Range of Creative Problem-Solving Techniques to Address Change challenges
- Identify and Justify Change Solutions that Link to Organisational Strategic Plans
Module 23: How to Develop a Change Strategy using Implementation Models
- Evaluate a Range of Change Implementation Models
- Select a Change Implementation Model that Supports Organisational Change
Module 24: Analyse an Organisational Response to Change
- Use of Analytical Tools to Monitor the Progress and the Effect of Change
- Monitoring and Measurement Techniques to Change within an Organisation
- Analyse Strategies to Minimise Adverse Effects of Change
Module 25: Evaluate the Impact of Change Strategies
- Identify the Processes to Review the Impact of the Change
- Analyse the Results of the Impact Review
- Present the Findings of the Impact Review
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