How to Coach Yourself and Others How To Perform On The Job Coaching | Page 48

the coach should demonstrate the task exactly the way it should be performed.
The coach should ask the trainee frequent questions and explain or demonstrate task elements again
as necessary.
The coach should proceed slowly and continue the demonstration only after it is clear that the
trainee understands.
Practice Under Supervision
The coach should closely supervise the trainee's initial practice to ensure safe and correct task
performance. An effective method of conducting the practice step is to have the trainee talk through
the key points and demonstrate the main steps of the task. During the practice session, the coach
should ask the trainee questions regarding what is being done, why it is done, and what indications
to look for. The trainee should practice at his/her own pace without unnecessary interruption or too
much coach assistance. As the trainee gains proficiency, the coach should reduce or fade his/her
coaching. However, the coach should never hesitate to stop the trainee if a mistake can be prevented
or has been made. The coach should correct improper actions promptly and without belittling the
individual. The trainee will usually know what he/she did wrong, and very little correction should
be necessary. The coach should be patient and provide positive comments on the trainee's initial
efforts. Sufficient time should be scheduled to allow for trainee practice. Depending on the
difficulty a trainee is having performing a task, the coach may have to schedule additional training
and practice at a later date. The time to identify and correct errors is during the training rather than
during the performance test.
The OJT guide (or equivalent) should specify the degree of supervision that is required when the
trainee practices under supervision. Facility procedures and the hazard or complexity of the task
should be the overriding factor in this requirement. In both of the following cases the coach
supervises the trainee, but the degree of supervision is different:
Controlled:

The coach closely supervises the trainee. The trainee works at his/her own pace but
the coach is always ready to stop him/her to prevent or correct mistakes.

Independent:

The coach allows the trainee to practice the task at his/her own pace following the
demonstration. This method has limited usefulness for facility operators but may
work quite well in a shop or laboratory environment.

The coach closely supervises the trainee the first time he/she practices the task and then allows the
trainee to practice independently, periodically checking and coaching as necessary.
Regardless of the method used, the end result should be sufficient trainee practice to develop
proficiency in task performance (i.e., performance satisfies the learning objectives).
Conclusion
The conclusion of the training phase of OJT usually consists of three important elements. The first
element is a summary of the training and is the last "T" of effective training--“tell them what you
told them." The summary consists of a review of the learning objectives and the task steps. The
coach should make positive comments and praise what the trainee did well. This should be done
even during review of an area in which the trainee had difficulty.
However, it is equally important to discuss the areas in which the trainee had difficulty, because
suggestions for ways to improve specific difficulties is also important feedback.
The second element is to provide additional motivation for the trainee. Reinforce how this training
will help him/her perform on-the-job and discuss how it relates to previous and future training.

48