Coaching Frameworks for Transforming Managers into Mentors
Designed for Mid-level managers in fast-scaling tech startups tasked with developing junior talent but lacking formal mentoring experience to spark real collaboration and high-energy learning.
A 90-minute hybrid workshop in a startup office with remote participants dialed in. Attendees feel pressure to ‘deliver results’ but struggle to nurture team growth, often defaulting to task-driven check-ins rather than coaching. Engagement is critical as technical managers are skeptical about soft skills and need practical, actionable models.
Frameworks Treasure Hunt
Kick off with a quick search-and-match activity: participants receive slips with coaching framework names (e.g., GROW, CLEAR, FUEL) and concise descriptions. They race to pair each name with its correct description, then share a surprising element about the frameworks they didn’t expect.
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Why this works
This taps into curiosity and primes participants with unfamiliar models, laying foundational knowledge and lowering the intimidation barrier.
Myth vs Reality Flash Cards
Facilitator presents flash cards with common misconceptions: e.g., 'Mentoring is just giving advice,' or 'Coaching takes too long.' Participants vote via chat or colored cards (in-person) on whether they believe each statement. Immediate reveal and brief discussion debunk the myths.
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Why this works
This directly confronts faulty mental models, opening participants to new learning before frameworks are introduced.
Silent Questions Carousel
Participants rotate through three stations (physical or virtual breakouts), each offering a different coaching question type (reflective, open-ended, goal-oriented). They silently read sample questions at each station and jot down one they’d feel comfortable trying with their team.
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Why this works
Low-pressure exposure encourages engagement from quieter participants, letting them choose and internalize a practical tool.
Mentor Speed Round
In high-energy mini-rounds, participants role-play as managers using the GROW model with a peer. Each person has 90 seconds to ask only coaching questions (no advice!). At the buzzer, roles switch. Laughter and quick learning ensue as participants realize how tough it is to stay in coaching mode.
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Why this works
Short, energetic practice boosts engagement and demonstrates the challenge of switching from telling to asking.
The Promotion Dilemma
Present a real-world case: 'Alex wants a promotion but struggles with feedback.' Split into groups; each group selects a coaching framework and maps out a 3-step mentoring conversation. Groups present their approaches, highlighting where coaching shifts the outcome.
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Why this works
Anchoring frameworks in real dilemmas fosters transfer and relevance, showing immediate impact on managerial practice.
Mentoring Mindset Journaling
Close with a reflective journaling prompt: 'Recall a time you managed someone. If you’d used a coaching framework, how might the conversation have changed?' Invite volunteers to share, highlighting personal shifts or insights.
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Why this works
Active reflection cements learning and personalizes frameworks, leveraging emotional memory for deeper adoption.
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