Goal Based Coaching Course

The focus of this course is to teach managers/supervisors how to coach a fellow employee to learn a specific task. Many times new employees learn via on-the-job-training. The participants learn how to coach another person by understanding the aspects of human behavior, coaching principles, learning styles and giving effective feedback. The participants are exposed to specific coaching techniques and practice them through role-play.

This course is designed for managers/supervisors who need to coach employees.

Upon completion of this course, the participant will be able to:

>Recognize the difference between “on-the-job” training vs. a structure training process
>Develop a better understanding of human behavior and how it is related to learning
>Identify different styles of interaction
>Identify learning styles
>Learn structured learning paths
>Recognize the importance of goal setting
>Provide feedback effectively

Introduction

Training experiences
Case study

This section begins with a discussion about participant’s experiences regarding being trained or training others. A case study is used to facilitate discussion.

Understanding Human Behavior
The positive and negative cycles
Human behavior truisms
Human behavior is reduced into a simplistic metaphor of the positive and negative cycles. Participants gain an understanding of when the trainee’s needs are met, they become more open to learning, are happier, and more productive.

Understanding Relationships
Parent-Adult-Child model (PAC)
The four key questions

The manner in which a trainer interacts with their trainee determines the type of relationship. Understanding three distinct ego states that often emerge in a relationship will enhance the trainer’s ability to maintain successful relationship. Even with the best intentions, trainer’s get “hooked” into negative episodes. A model is presented that will help mentors avoid the “hook”.

Learning Styles
Identifying your learning style: Inventory
Learning Continuum

The approach to learning varies with people. Some are concrete learners; others are global learners. Participants gain an understanding of different styles of learning. This understanding will enhance the trainer-trainee relationship.

The Training Path
The initial meeting
Creating a risk free environment
The objectives
Active listening
Asking questions

Participants are encouraged to follow a training path to help them reach their goals. This structured approach helps both the trainer and trainee remain focused during the training process.

Creating the Action Plan
Importance of goals
Six-point action plan

Instead of “on-the-job” training, trainers are introduced to a six-point action plan. This action plan becomes the blueprint for training. Participants practice creating an action plan.

Communicating Negative Feedback
Communication choices
Communicating in the “I form”
Case study

Once the action plan is in place, it is necessary to provide feedback to the trainee. Delivering negative feedback can be challenging. Participants learn to use and practice using the “I” message.

Summary and Conclusion