How to Coach Yourself and Others How To Perform On The Job Coaching | Page 100

Even when a program is evaluated and found to be highly successful, it should continue to be
reviewed over time. New people become trainers, new supervisors are hired, and the subject matter
itself can evolve as changes take place in the work environment and/or the worksite.
Thus, training materials and processes should be reassessed and revised periodically so the OJT
program continues to be successful.

7.11 Summary
A coaching-based OTJ program requires commitment from all levels of the organization
Trainees must be open to learning; coaches must be interested in teaching and trained to do it well;
supervisors must coordinate and review the activities of their assigned trainees and the coaches
working with them; and all managers must support the goals and methods of the program.
Each program will improve over time. Today’s trainees will learn about coaching relationships and
be trained using methods that adhere to adult learning principles. These employees will have a head
start when it is their turn to take on the roles of supervisor and coach in the future.

7.12 References
- Blair, P. (2001). Tips- Structured OJT, http://pages.prodigy.net/pblair/intro.htm, Pete Blaire and
Associates.
- Johnson, S. D., and Leach. J.A. (2001). Using Expert Employees to Train on the Job, Ch. 3 in
Advances in Developing Human Resources 3(4), pp. 425-434.
- Leach, J.A. (1996). Distinguishing Characteristics Among Exemplary Trainers in Business and
Industry, in Journal of Vocational and Technical Education 12(2), pp. 7-11.
- Wiehagen, B., Conrad, D., Friend, T., and Rethi, L. (2002). Considerations in Training On theJob Trainers, in Strategies for Improving Miners’ Training, Robert Peters (editor),
- NIOSH Information Circular 9463, U.S. Department of Health and Human Services,
- Center for Disease Control and Prevention, Nat. Inst. of Occup. Safety and Health, pp. 27-34.
- Williams, S.W. (2001). The Effectiveness of Subject Matter Ex W'G22FV6