Coaching is fast becoming one of the most effective ways of ensuring thatnew skills learned on training courses are used back in the workplace. A numberof companies are now using targeted post-course coaching sessions to ensurethat learners really apply the skills they learn in the classroom. All change We all know the story. We attend a training course, come back really excitedand ready to change, and only a month after the event we find ourselves backwhere we were before. We are all full of good intentions when ideas are new and fresh. But whathappens later when they are not so fresh, when you have questions or when youcome up against resistance? Coaching can be used to tackle these problems. Cement learning after training Research conducted by the International Personnel Management Associationrevealed that after training, productivity increased by 22 per cent. However,when training was combined with coaching the productivity increase was astaggering 88 per cent. Impressive figures, but productivity is not the only benefit to come out ofpost-course coaching. Research has found that when learners receive coachingsessions they have: – used the knowledge delivered in the course and are continuing to use theinformation – created habits to incorporate the new learning – involved their managers with the changes they have made and had theirperformance assessed against them – a greater sense of pride and achievement. Learners also stated that they felt more valued as a result of the focusedindividual attention that coaching gave them. How is it done? Stage 1 It is important that the learner, with their manager, establishes key goalsbefore the course is attended. By doing this, the learner starts to follow thecoaching process by setting the targets themselves. This creates a huge amountof buy-in and sets the learner off to a focused and motivated start. Stage 2 During training, the learner will devise an action plan to show how they canuse what they have learned back in the workplace. This ideally would be aproject or task that uses all or some of the new skills. It also means thatresults are easy to see and measure. Stage 3 Post-course coaching sessions are set at two weeks, six weeks and threemonths after the training event. During these sessions, the coach willencourage the learner to lead the conversation and discuss their work on theaction plan. Any questions or issues the learner has can be ironed out and arevised or new action plan is written. The final word So, when effective training is coupled with formal coaching, the benefitsare truly maximised. Not only this, but if a manager continues to use acoaching style as part of their performance management process, the benefitsattained from post-training coaching can be transferred to every aspect of thatlearner’s development. This not only saves time and energy, but allows thelearner to really become focused and passionate about their own performance. Further reading Effective Coaching by Myles Downey. Published by Texere (ISBN 1-58799-120-9)By Diane Seaborne, director at training and coaching specialistsTransphorm Ltd, www.transphorm.co.uk Previous Article Next Article Comments are closed. Career coach: Maximising training through coachingOn 23 Mar 2004 in Personnel Today Related posts:No related photos.