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Training and Development
We all know that a business will not develop until its most valuable asset does - its people. To that end many companies have in place an annual appraisal or review system geared to identifying personnel's achievements and needs. Even when it might not be the most suitable option, in most cases the outcome of this review is an offer of a training course.
In my experience many managers see the annual review and resultant training as a potential quick fix to employees' needs. Unfortunately all too often an expensive training course that may not be entirely relevant to an employee's role and aspirations doesn't deliver the expected results or value. In many cases the course loses its value in the hectic day to day as it is either a secondary thought, or is quickly shifted to the back of the attendee's mind.
It is important to see appraisal, training and development as ongoing processes. There comes a point when training stops and development starts, and it is vital to differentiate between these two things. That is where the role of the Coach comes in. Expensive luxury or vital necessity depends on whether you want to get the best out of your most valuable asset. A coach is not necessarily an expert in a company's specific subject area or skill set - their forte is expertise in softer, people-oriented skills. The coach's role is to work with an employee to develop methods, skills and goals to achieve an improved performance. The difference between training and development is that whilst training 'tells', development challenges existing thinking and methods, asks the right questions and aids the attendee to find the right answers for themselves.
T.I.P. (To Improve Performance)
- Understand the person you are coaching
- Stimulate their imagination
- Challenge them to improve
Remember: Your role is to raise their achievement level closer to their ability level. Ask the question "What would you do if you knew you couldn't fail?"
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