Methods of conducting training taking by workplace coach

Workplace coach training methods assume that the employee receives instructions from a supervisor or an experienced colleague. These types of training are especially applicable in small businesses due to their low cost. However, on-the-job training is not only the most common approach to training staff, but also the least correctly used.

There are several reasons why on-the-job training is done incorrectly. First, on-the-job training is usually poorly planned and structured. Second, most of the staff assigned to workplace coach newcomers did not receive coaching. Thus, they are not familiar with important learning principles such as practice, feedback and reinforcement of learned behaviors. 

Third, poorly performing employees may pass on undesirable and ineffective job habits, as well as inappropriate attitudes, to the new employee. Some of these “trainers” abuse their position and force the employees they train to do all the dirty work for them. Fourth, training other employees takes time, which the “coach” will not be able to invest in the performance of his primary duties. However, when the system of training at work is developed by professionals, carefully planned and structured, this type of training is highly effective.

Job  instruction  training  is a formalized, structured and systematic approach to learning at work, which consists of four stages:

workplace coach
  1. training.  

    The workplace coach breaks down the work into many small tasks, prepares the workplace coach. It is necessary to first find out the level of knowledge and abilities of students, their attitude to work. Then comes the establishment of contact with the student, instills belief in the successful completion of training, creates an interest in learning. It is important to show the employee that training will lead to greater self-confidence, easier work performance, and a higher level of productivity;

  1. briefing.  Tell, show, explain and demonstrate the task to the employee. Break down the work into easy-to-do tasks, provide only the amount of information that the employee can perceive at a time. Explain why tasks should be done this way. Show how this work fits into the business system. Ask questions to determine the level of understanding;

  1. completing of the work.  Under the supervision of a Workplace coach, the employee first performs each stage of the task separately, and then the entire task from start to finish. The coach then provides feedback and encouragement. The best option is when at this stage the coach does not say how to do the work, but asks questions so that the employee himself remembers how to do it correctly;

  1. follow-up.  The coach observes how the employee is doing the work. The coach then leaves the employee to do the work on their own, but tells where to find him in case help is needed.

Tips – step by step instructions for performing a specific task given by workplace coach.

When used by surgeons before surgery, the number of successful surgeries increased by 30%! It is now mandatory to use these tips and checklists prior to surgery in all hospitals in North America.

workplace coach

Hints are also useful for tasks that are rarely encountered, as employees may not remember the exact flow of the task.

When making sales, step-by-step instructions are used to ensure that managers complete the entire sales business process and do not forget, for example, preparing important documentation for the client.

Job rotation  is a training method in which trainees are trained in several departments of the company. Thus, the learners acquire more skills and knowledge about the functioning of the organization. This training method is often used for cross-functional team members as well as to prepare for future job responsibilities.

Coaching  is a training method in which the coach helps the employee realize his strengths and determine the course for further professional development. The coach also helps to find experts and resources for training and development. Workplace coach develop interpersonal skills, communication skills, leadership, cognitive skills. Coach and employee set development goals together. 

Then, by studying the work environment, opportunities for development are identified – transfers, special assignments, conferences. The long-term plan includes measuring the employee’s success. Workplace coach improves relationships at work, increases the speed of career growth and increases salaries. The benefits of coaching for organizations include increased productivity, product and service quality.

Mentoring  is a method in which one of the leaders becomes a mentor for a specific employee. Mentors play two important roles: career support and psychosocial support. Career support includes coaching, sponsorship, advocacy, increased employee visibility, and challenging assignments. Psychosocial support means that the mentor is a friend who can listen and advise, who accepts and provides feedback, is a role model for success

Pros of on-the-job training:

  • relatively low cost;
  • in on-the-job training, transfer of training is more likely.

Cons of on-the-job training:

  • a smaller range of training methods;
  • the presence of distractions such as phone calls, project deadlines, and so on;
  • training is carried out individually, thus the training time for all employees increases significantly.