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COACHING & MENTORING
Consultant Talent
Development & Retention
Series:
1 Day Miniclass
OVERVIEW
Piran Consulting Pte Ltd Coaching & Mentoring | Page 2
Quality talent is hard to come by, difficult to develop, and even harder to
retain in today’s complex business environment. The role, and therefore
the skillsets, attributes, and expectations of today’s modern recruiter are
different from even a few years ago. For managers and leaders,
understanding the methods for engaging with and inspiring this talent is
the difference between a successful recruitment business, with long term,
sustainable objectives, and the industry norm of high turnover,
under-motivated staff, who still live by the adage that ‘two years is too
long’.
The approach of the young, modern graduate, who is and will be entering
the consultant world now and in the coming years, is vastly different from
when most managers and business leaders entered the marketplace. The
governance and ethics structures of business, desire to promote corporate
social responsibility, integrated workplaces and solutions, work-life
balance, and opportunities for internal and external training and
development, have and are overtaking salary and financial incentives as
key criteria for new and emerging talent. This masterclass will enable you
to harness the power of these individuals, understanding their evolving
needs, to enable you to stay at the fore of the recruitment industry.
This Masterclass will focus on the fundamental, but often neglected, area
of Coaching and Mentoring your next generation consultants, to enable
you to develop the desk and business leaders who will shape your
organisational future. Properly applied, this will enable you to retain talent
which will become your next generation leaders, removing the need to
hire these individuals away from your competitors.
Piran Consulting Pte Ltd
LEARNING OBJECTIVES
Create realistic and inspiring plans for growth, matching
people’s skills with organisational needs
Learn how to ask the right questions before you deliver
advice
Dispense constructive feedback to allow focus on
progression, not KPI’s
Engage your employees and foster independence whilst
building core business skills
Build a diverse developmental network
Learn from executives, peers, and protégés
Understand the different types of mentors
Mentor millennials in an effective manner for their
personal career development, and your business growth
Recruitment Leaders; Owners, Directors, Managers
Those aspiring to run a successful recruitment business
Senior In house talent acquisition staff
WHO SHOULD ATTEND?
PLANS
CORE
NETWORK
LEARN
MENTOR
UNDERSTAND
QUESTIONS FEEDBACK
Coaching & Mentoring | Page 3
MASTERCLASS OUTLINE
Coaching & Mentoring | Page 4Piran Consulting Pte Ltd
Understanding Coaching and Mentoring
What is coaching?
What is mentoring?
How do these benefit us as recruitment leaders?
Coaching Follow Up and Providing
Constructive Feedback
The ‘Feedback Sandwich’ and Constructive
Criticism as a motivational tool
Monitor and adjust based on goal re-evaluation
Types of Mentors and When/How to utilise them
Co-Mentors
Remote Mentors
Invisible Mentors
Mentoring Millennials
Helping millennials navigate their career path in
a clear manner, with technical skills as well as
personal development opportunities
Customising outcomes, rewards, and
incentives, to motivate and inspire your
millennials
Improving their self-management and personal
productivity, boosting your business growth
and their career
Aligning Coaching and Mentoring to Individual
Development Plans (IDP)
Mapping of coaching activities to each
consultants IDP, providing tailored solutions for
your employees
Developing fluid pathways for growth using
Coaching and Mentoring methods which are
aligned to individual incentives and corporate
business model
Goal setting and the GROW Model
Setting SMART objectives for recruiters and
moving away from structured KPI’s
Introducing the GROW model
Overcoming individual and institutional
obstacles to development, re-evaluating goals,
and focusing on progress
The Important of Trust
The necessity of building Trust to provide
superior Coaching
Building rapport so feedback is understood and
acted upon, not just listened to
Holding a Coaching Sessions:
Asking questions, articulating goals, reframing
challenges
Professional facilitators carry out our training with well-developed group
and classroom management skills in a non-critical environment, which
encourages individuals to practice skills that are being taught. We do not
sit individuals down and talk through a stack of PowerPoint slides; we
engage them and discuss core ideas and concepts to bring out ideas and
energy, cementing the business, leadership, and management principles
we are promoting. We do not focus on an unattainable set of KPI’s, but
rather achievable principles that can be readily utilised, adapted, and
developed in an everyday working environment.
Discussion points and simulations, aligned with a structured training plan
and real life scenarios, allow individuals to develop the skills necessary for
success. Handbooks will be used, but individuals are encouraged to make
use of the sessions to take their own notes, practising the vital skills which
are vital in their role, learning how to process and store information which
they will later be required to recall and implement for continued success
and business growth.
Coaching & Mentoring | Page 5
TRAINING METHODOLOGY
Piran Consulting Pte Ltd
SIMULATIONS SCENARIO ROLE PLAYS GROUP DISCUSSIONS
GROUP ACTIVITIES INDIVIDUAL ANALYSIS CASE STUDIES
LECTURE PEER REVIEW PERFORMANCE
MANAGING DIRECTOR
Coaching & Mentoring | Page 6
Sam is based in Singapore and brings an extensive background
in sales, marketing and professional training to Piran Consulting,
having started his career as a recruiter and head-hunter in
London, trained within the SThree Group. He spends significant
time in numerous jurisdictions carrying out engagements for a
wide variety of different stakeholders, so is well placed to provide
solutions for your needs.
Alongside his role at Piran Consulting, Sam runs a content
publishing and development organisation head-quartered in
Sydney, Australia, focused on competency based development
and organisational improvement. Previously, he helped develop
a financial services organisation from a small office to a
multi-million-dollar operation. The role centred on the
development of training frameworks and standards throughout
the Asia Pacific region, using existing and new ideas to develop
training and education systems within financial services.
Sam is a qualified adult educator, possessing the Advanced
Certificate in Training and Assessment from the Workforce
Development Agency and Institute for Adult Learning. He is also
a registered Enrichment Trainer with the Ministry of Education
(Singapore), and holds a Diploma in Anti Money Laundering and
is a Certified Compliance & Ethics Professional (International).
He is a member of the Singapore Training & Development
Association, Singapore Institute of Directors, the Adult Educator’s
Network, the Australian Chamber of Commerce in Singapore, and
the International Compliance Association. He is also a certified
Leading Dimensions Profiling trainer, accredited by Leading
Dimensions Consulting, and a Council Member with the Gerson
Lehrman Group. He possesses a BA (Hons) from King’s College,
University of London.
As well as managing Piran Consulting, Sam also consults for
Hummingbird Pte Ltd and Walter Brooks Pte Ltd, and is a faculty
member for the Financial Training School, as well as teaching on
the Graduate Diploma in Organisational Psychology, both with
the Aventis School of Management.
FACILITATOR
Sam Gibbins
Piran Consulting Pte Ltd

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Coaching_Mentoring_web

  • 1. COACHING & MENTORING Consultant Talent Development & Retention Series: 1 Day Miniclass
  • 2. OVERVIEW Piran Consulting Pte Ltd Coaching & Mentoring | Page 2 Quality talent is hard to come by, difficult to develop, and even harder to retain in today’s complex business environment. The role, and therefore the skillsets, attributes, and expectations of today’s modern recruiter are different from even a few years ago. For managers and leaders, understanding the methods for engaging with and inspiring this talent is the difference between a successful recruitment business, with long term, sustainable objectives, and the industry norm of high turnover, under-motivated staff, who still live by the adage that ‘two years is too long’. The approach of the young, modern graduate, who is and will be entering the consultant world now and in the coming years, is vastly different from when most managers and business leaders entered the marketplace. The governance and ethics structures of business, desire to promote corporate social responsibility, integrated workplaces and solutions, work-life balance, and opportunities for internal and external training and development, have and are overtaking salary and financial incentives as key criteria for new and emerging talent. This masterclass will enable you to harness the power of these individuals, understanding their evolving needs, to enable you to stay at the fore of the recruitment industry. This Masterclass will focus on the fundamental, but often neglected, area of Coaching and Mentoring your next generation consultants, to enable you to develop the desk and business leaders who will shape your organisational future. Properly applied, this will enable you to retain talent which will become your next generation leaders, removing the need to hire these individuals away from your competitors.
  • 3. Piran Consulting Pte Ltd LEARNING OBJECTIVES Create realistic and inspiring plans for growth, matching people’s skills with organisational needs Learn how to ask the right questions before you deliver advice Dispense constructive feedback to allow focus on progression, not KPI’s Engage your employees and foster independence whilst building core business skills Build a diverse developmental network Learn from executives, peers, and protégés Understand the different types of mentors Mentor millennials in an effective manner for their personal career development, and your business growth Recruitment Leaders; Owners, Directors, Managers Those aspiring to run a successful recruitment business Senior In house talent acquisition staff WHO SHOULD ATTEND? PLANS CORE NETWORK LEARN MENTOR UNDERSTAND QUESTIONS FEEDBACK Coaching & Mentoring | Page 3
  • 4. MASTERCLASS OUTLINE Coaching & Mentoring | Page 4Piran Consulting Pte Ltd Understanding Coaching and Mentoring What is coaching? What is mentoring? How do these benefit us as recruitment leaders? Coaching Follow Up and Providing Constructive Feedback The ‘Feedback Sandwich’ and Constructive Criticism as a motivational tool Monitor and adjust based on goal re-evaluation Types of Mentors and When/How to utilise them Co-Mentors Remote Mentors Invisible Mentors Mentoring Millennials Helping millennials navigate their career path in a clear manner, with technical skills as well as personal development opportunities Customising outcomes, rewards, and incentives, to motivate and inspire your millennials Improving their self-management and personal productivity, boosting your business growth and their career Aligning Coaching and Mentoring to Individual Development Plans (IDP) Mapping of coaching activities to each consultants IDP, providing tailored solutions for your employees Developing fluid pathways for growth using Coaching and Mentoring methods which are aligned to individual incentives and corporate business model Goal setting and the GROW Model Setting SMART objectives for recruiters and moving away from structured KPI’s Introducing the GROW model Overcoming individual and institutional obstacles to development, re-evaluating goals, and focusing on progress The Important of Trust The necessity of building Trust to provide superior Coaching Building rapport so feedback is understood and acted upon, not just listened to Holding a Coaching Sessions: Asking questions, articulating goals, reframing challenges
  • 5. Professional facilitators carry out our training with well-developed group and classroom management skills in a non-critical environment, which encourages individuals to practice skills that are being taught. We do not sit individuals down and talk through a stack of PowerPoint slides; we engage them and discuss core ideas and concepts to bring out ideas and energy, cementing the business, leadership, and management principles we are promoting. We do not focus on an unattainable set of KPI’s, but rather achievable principles that can be readily utilised, adapted, and developed in an everyday working environment. Discussion points and simulations, aligned with a structured training plan and real life scenarios, allow individuals to develop the skills necessary for success. Handbooks will be used, but individuals are encouraged to make use of the sessions to take their own notes, practising the vital skills which are vital in their role, learning how to process and store information which they will later be required to recall and implement for continued success and business growth. Coaching & Mentoring | Page 5 TRAINING METHODOLOGY Piran Consulting Pte Ltd SIMULATIONS SCENARIO ROLE PLAYS GROUP DISCUSSIONS GROUP ACTIVITIES INDIVIDUAL ANALYSIS CASE STUDIES LECTURE PEER REVIEW PERFORMANCE
  • 6. MANAGING DIRECTOR Coaching & Mentoring | Page 6 Sam is based in Singapore and brings an extensive background in sales, marketing and professional training to Piran Consulting, having started his career as a recruiter and head-hunter in London, trained within the SThree Group. He spends significant time in numerous jurisdictions carrying out engagements for a wide variety of different stakeholders, so is well placed to provide solutions for your needs. Alongside his role at Piran Consulting, Sam runs a content publishing and development organisation head-quartered in Sydney, Australia, focused on competency based development and organisational improvement. Previously, he helped develop a financial services organisation from a small office to a multi-million-dollar operation. The role centred on the development of training frameworks and standards throughout the Asia Pacific region, using existing and new ideas to develop training and education systems within financial services. Sam is a qualified adult educator, possessing the Advanced Certificate in Training and Assessment from the Workforce Development Agency and Institute for Adult Learning. He is also a registered Enrichment Trainer with the Ministry of Education (Singapore), and holds a Diploma in Anti Money Laundering and is a Certified Compliance & Ethics Professional (International). He is a member of the Singapore Training & Development Association, Singapore Institute of Directors, the Adult Educator’s Network, the Australian Chamber of Commerce in Singapore, and the International Compliance Association. He is also a certified Leading Dimensions Profiling trainer, accredited by Leading Dimensions Consulting, and a Council Member with the Gerson Lehrman Group. He possesses a BA (Hons) from King’s College, University of London. As well as managing Piran Consulting, Sam also consults for Hummingbird Pte Ltd and Walter Brooks Pte Ltd, and is a faculty member for the Financial Training School, as well as teaching on the Graduate Diploma in Organisational Psychology, both with the Aventis School of Management. FACILITATOR Sam Gibbins Piran Consulting Pte Ltd
  • 7. COACHING & MENTORING UEN 201607002C © Piran Consulting 2016 #15-01 120 Robinson Road, Singapore, 068913 enquiries@piran.com.sg Piran Consulting Pte Ltd