What Do I Need to Do?

1. Using the Individual Training Plan and Schedule you developed in Task 4 (Format D), select one (1) individual training strategy and implement one (1) training sessionwith one (1) colleague. You must use your coaching/mentoring skills to encouraging setting. The session should be between 15 and 30 minutes.
2. Evaluatethementoring/ coaching strategiesyouimplemented during the training session.
3. After implementation of the training session, give the feedback form (Format E) to your colleague to complete. Use the feedback to:
4. Analyse the results and achievement of individuals/teams to determine the effectiveness of the training program;
5. Reflect on your own communication, coaching and mentoring skills;
6. Identify any modifications to the learning methods and strategies needed to improve workplace learning;
7. Evaluate whether extra support is required to assist learning;
8. Analyse whether the resources and materials were sufficient; and
9. Identify recommendations for future training.
10. Attach the completed feedback/ reflection form to this assessment.

Format E Evaluation of Leader's Coaching and/or Mentoring Skills Feedback Form
Taken fromIndividual Training Plan and Schedule-Format D (Student to complete) Training Strategy: Training Session Number:
Mentee to complete the following feedback form. Mentee name:
Characteristic/Strategy	Rating 1-4: 1 = Excellent 2 = Good 3 = Needs attention 4 = Poor	Comments
Example: How well do you feel the leader collaborated with you in developing the plan?	3	I felt like they already had a plan and didn't ask me what I wanted
How well do you feel the leader collaborated with you and others in developing the plan? (Including gathering feedback from yourself and other stakeholders to improve your skills, the process and the outcomes)
How relevant was the plan in meeting your training needs?
The goals developed were linked to the training provided and job requirements.
The leader used mentoring/coaching strategies which considered your preferred learning style.
How effective were the resources and equipment in developing your skills and knowledge?
Adequate time was provided during the plan process.
Utilised skills audit to identify other possible areas for improvement.
Establish a relationship with team member
Discussed mentoring/coaching session, including expected outcomes.
Established a reciprocal partnership with me and discussed mutual roles.
Clarified clearly the goals and timeframes for learning skill.
Discussed confidentiality of information.
Discussed and agreed the scope of issues to be covered.
Made me feel in control of the project.
Established trust and made me feel comfortable during mentoring sessions.
Scheduled meeting dates and times and stuck to them.
Set an agenda prior to each meeting and gave me plenty of time to do prep work if required.
Effective communication
Used open communication.
Used active listening.
Used open body language.
Established and maintained eye contact.
Used positive and encouraging language and behaviour.
Asked appropriate questions (e.g. used Socratic questioning).
Clarified comments I made.
Checked for understanding.
Provided constructive and honest feedback.
Created a file or folder to store all relevant information and documentation.
Strategies used whilst offering mentoring/coaching support
Shared personal experiences and knowledge with me to assist in progress towards agreed goals.
Assisted me to find my own solution rather than just providing answers.
Provided supportive advice and assistance in a manner that allowed me to retain responsibility for achievement of their goals.
Encouraged participation as I gained confidence.
Asked me to share my experiences and suggested alternative approaches.
Asked me to self-assess skills I need to acquire or improve.
Used current theories and best practice (e.g. action plans, Blanchard & Hershey's Task Readiness Theory).
Addressed concerns as they arose (where possible).
Provided encouragement and reassurance.
Provided mentoring or coaching that was effective in assisting me to gain skills.
Managing changes and concerns
Responded to changes I suggested.
Responded to concerns I raised/or feedback I gave.
Recognised and openly discussed changes in the mentoring relationship.
Adjusted the relationship to consider each other's' needs (i.e. cultural, abilities, time, lifestyle).
Modified or changed the learning process, communication styles, support, etc. as required.
I felt the mentoring was helpful in achieving my goals.
I enjoyed the experiences.
Self-Reflection: Areas for Improvement and Future Training Based on Feedback (Mentor to Complete)
a. What communicationskills do I need to improve for next time?	Example: Learner identifies specific areas for improvement related to the ratings they received above. i.e. I need to actively collaborate with my mentee and ask for their input.
b. What coaching and mentoring skills do I need to improve for next time?
c. What learning methods and strategiesdo I need to improve for next time?
d. What extra support is required to assist further learning for the staff member?
e. Were the chosen resources and materials sufficient?
f. Recommendations for future training: What changes or additions are needed for the training program? Which strategies were successful that you would keep on the training program?	Example:Learner identifies specific modification related to the ratings they received above. Look for suggestions made by mentee and provide solutions. If mentee does not provide suggestions, look for answers related to high ratings (3-4) and list positive outcomes for continued application in future training programs.Alternatively, have a conversation with the mentee and discuss their responses.