How to Coach Yourself and Others How To Perform On The Job Coaching | Page 25

6. Make Learning Fun
Narrative of a good OJT:
"It's like the ring around game I made for teaching color balance. I put a good print in the center,
and I make a ring around it of off-balance prints from the same negative. For each print in the ring,
I ask, 'Can you tell what's off? How would you correct it?' I make it fun, I use humor. They all like
the game. But,
this only teaches how to recognize a print that's way off. To teach fine discriminations, I've made
up flash cards of prints that are only off by a little. I hold them up—really, to everybody, not just
new hires—and people call out what's wrong. That way we all stay sharp, and the trainee sees other
people make mistakes too, and that it's OK."
Contrast:
"The thing that bothers me most is stupid people. I just don't have a tolerance for that."
7. Make Sure Trainees Feel Comfortable
Narrative of a good OJT:
"Another big thing is to make sure trainees feel comfortable. I don't ask them to take on new tasks
until they're comfortable with what I've given them already.
You can tell if they're comfortable—they look natural and relaxed, they don't pause or hesitate.
Sometimes they ask to learn new things. And, it's a good idea to ask them at the end of the day
whether they feel ready to move on."
Contrast #1:
"No, I don't ask them how it's going. We don't have time to wait around until trainees are
comfortable — I just have to make them do it."
Contrast #2:
"Brian had been on nothing but film prep and light counter skills for his first week. He asked if he
could move on to other things. I told him 'no' — that he'd move on when / thought he was ready.
Actually, I thought he was doing well, and it was probably getting pretty boring for him, but I
wanted him to really over-learn everything.
8. Get product knowledge to a higher level
Use as many techniques as possible to get product knowledge to a higher level
Narrative of a good OJT:
"One of our major goals is to be friendly with customers. I spend a lot of time doing role playing
with my trainees so they aren't nervous and they project confidence. Selling is especially hard for
some people, so I help them find a way to do it where the customer will experience it as a service.
We go over the role
plays in detail, like in the ring around game. Where they stumbled, I ask them to generate
alternative ways to handle the situation. If they can't come up with an idea, I give them some and
they practice to get them into their own words.
They need to learn new ways of working with the public, but they need to feel natural doing it.
That's why practice with real specific feedback and discussion is so important."

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