How to Coach Yourself and Others How To Perform On The Job Coaching | Page 30

5. Coaching Tips
5.1 General Training Tips
These tips apply essentially to traditional work-related training - for the transfer of necessary job or work-related skills or knowledge.
These tips do not apply automatically to other forms of enabling personal development and
facilitating learning, which by their nature involve much wider and various development methods
and experiences.
Coaching Tip 1 - Planning
When planning training think about:
your objectives - keep them in mind all the time
how many people you are training
the methods and format you will use
when and how long the training lasts
where it happens
how you will measure its effectiveness
how you will measure the trainees' reaction to it
When you give skills training to someone use this simple five-step approach:
1. Prepare the trainee - take care to relax them as lots of people find learning new things
stressful
2. Explain the job/task, skill, project, etc - discuss the method and why; explain standards and
why; explain necessary tools, equipment or systems
3. Provide a demonstration - step-by-step - the more complex, the more steps - people cannot
absorb a whole complicated task all in one go - break it down - always show the correct
way - accentuate the positive - seek feedback and check understanding
4. Have the trainee practice the job - we all learn best by actually doing it - ('I hear and I
forget, I see and I remember, I do and I understand' - Confucius)
5. Monitor progress - give positive feedback - encourage, coach and adapt according to the
pace of development. Creating and using progress charts are helpful, and are essential for
anything complex - if you can't measure it you can't manage it. It's essential to use other
training tools too for planning, measuring, assessing, recording and following up on the
person's training.
Breaking skills down into easily digestible elements enables you to plan and manage the training
activities much more effectively. Training people in stages, when you can build up each skill, and
then an entire role, from a series of elements, keeps things controlled, relaxed and always
achievable in the mind of the trainee.
Establishing a relevant 'skill set' is essential for assessing and prioritising training for any role. It is
not sufficient simply to assess against a job description, as this does not reflect skills, only
responsibilities, which are different. Establishing a 'behaviour set' is also very useful, but is a more
difficult area to assess and develop.
Using Skill-Sets to measure individual's skills and competencies is the first stage in producing a
training needs analysis for individuals, a group, and a whole organisation.
This will not however go beyond the basic work-related job skills and attributes development areas.
These tools deal merely with basic work training, and not with more important whole person
development, for which more sophisticated questioning, mentoring and learning facilitation
methods need to be used.

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