Applied Coaching Research Journal Research Journal 3 | Page 25

APPLIED COACHING RESEARCH JOURNAL 2019, Vol. 3
their individual learning needs. CoPs have been
recognised as a valuable way for coaches to learn
informally in Canada (Bertam, Culver and Gilbert,
2016). Therefore, we were interested in exploring
the value that can be created in participating in a
CoP in the UK.
Setting up a CoP
We worked closely with The Albion Foundation to
set up CoPs, which would meet their needs as an
organisation. Three separate CoPs were organised,
all of which had a different focus: 1) PE and school
sport; 2) player development centres; and 3)
post-16. These were scheduled to take place on
different weeks so that coaches could attend more
than one CoP. The Albion Foundation was keen to
provide staff with the opportunity to develop more
informally through social interactions during their
scheduled continued professional development
(CPD) sessions on a Wednesday morning. In
addition, we wanted to capture the impact of the
CoPs to help inform others about social learning.
The vision was that if we could demonstrate the
positive impact a CoP could have as a development
method for coaches, there may be potential to roll
them out more widely to other foundation trusts
and beyond.
Establishing a baseline: expectations and visions
To help monitor the progress and impact of the
CoP, we collected some initial insight from The
Albion Foundation in relation to visions and
expectations. From an organisation perspective, the
aim was to provide informal CPD to staff in a social
environment during the school term to allow for
staff to plan-do-review in context. It was thought
that this would improve the staff’s overall delivery,
enhance the reflection process and encourage staff
to interact with each other. In addition, we asked
the coaches what they hoped to learn or gain from
being involved in the CoP. Four key things that
the coaches hoped to learn or gain from the CoP
included:
Effective reflective practice:
“A different and more effective way of reflecting
on my session.”
“Improving on many different reflection theories
and knowing how to further develop myself.”
Shared learning:
“Sharing and developing ideas in a range of
relevant topics.”
“Different points of view on topics/subjects.”
“Develop knowledge from others.”
Better relationships:
“Better relationships with colleagues.”
“Team morale.”
Gain knowledge:
“Broader knowledge in many areas.”
“Improved knowledge.”
The coaches also identified how they felt their
involvement in the CoP would impact on their
coaching practice. As a result of their involvement,
coaches felt that they would:
Become better at reflecting:
“It will give me more guidance and opportunities
for me to reflect and learn.”
“It will give me confidence on how to reflect
effectively.”
Gain new learning:
“I think I will take ideas on board and try them in
practice.”
“Be able to discuss new ideas and ways of
delivering the sessions.”
Develop as a coach:
“It will help to develop me in the short/medium/
long term through being challenged and
supported.”
“It will help me to develop and give me time to
process information.”
Increase in confidence:
“I think it will help me to be more confident to
deliver suitable sessions for the participants in
any environment.”
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