How to Coach Yourself and Others Popular Models for Coaching | Page 266

It is important to tell the individual what the coaching session
will be about, what you hope to achieve, how the session will
run, and approximately how long it will take.
Explain each part of the procedure in terms of what should be
done, how and why. Discuss it with the individual, asking them
questions to make them think and check their understanding.
It is often important to demonstrate a procedure as you explain
each part. We remember more if we see something as well as
hear about it. A clear demonstration will also help people to
spot gaps in their own understanding and ask appropriate
questions.
E is for ENCOURAGE
Once you have explained and demonstrated the task, it is time
for the learner to have a go themselves, i.e. PRACTISE. If you
allow someone to carry out an unfamiliar task, without
monitoring progress or giving support, you are throwing them
in at the
deep-end. That is not effective coaching. You must help people
and raise their confidence by giving them encouragement.
Always be available to give help when it is needed and give
feedback so the individual can measure their progress.
R is for REVIEW
It is important to review progress so the learner knows how
well they have done and how close they are to achieving their
objectives. This will help to keep them motivated.
Reviewing is important for you as the coach too. You need to
know how well you are doing in getting the message across.

Source: www.keystonedevelopment.co.uk

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