Coaching Integrated Within Blended Learning Programme

Impact

The old saying is that training and learning are a process not an event.

POD’s use of coaching as an intervention ensures that programmes are an effective process with an impact on the bottom line, by blending together a series of components such as:

Prework

From a bespoke questionnaire through to an invitation to identify learning objectives with the manager, our prework is designed to engage the learner’s attention before the workshop. Potential interventions that we have used:

• A 360° feedback tool
• A pre-workshop case study
• Meetings for each participant with colleagues to gather face-to-face feedback
• A conversation with the trainer
• A conversation between the trainer and each participant’s manager
• Completing MBTI

Workshop

These take on the feeling and flavour of a learning laboratory. Participants are invited to reflect on the relevant part of the job, identify what they need to learn, and then use the session to discover the answer. The trainers will have a carefully chosen selection of frameworks and tools which the participants experiment with and decide how they will use. This they record in their ‘learning passport’ which they then keep accessible at all times on their return to work to maximise the transfer of the learning into the workplace.

Coaching

Following the workshop, each participant has one, two or more 1½-hour sessions with the trainer, to review progress. The Learning Passport and associated action plan, gives a basis for the discussion which focuses on success and ongoing challenges.

Co-Coaching/Coaching pairs

Delegates pair up on the workshop to coach each other. This not only gives them an opportunity to sharpen their coaching skills but also builds a post-training network which, for many of our clients, has taken on a life of its own as a learning community.

Online Learning

As part of the programme delegates may be referred to the POD website or our delegate management system where articles on relevant topics are posted, PODcasts are available, and conversations on relevant topics can be had.

The final blend is decided by continuously referencing the client’s objectives.

 

Approach and philosophy

Methods to ensure the transfer of learning and creating improved management practice back in the workplace are:

• recording learning throughout a workshop, and the application of learning they are going to make;
• coaching pairs and contract to meet regularly to review each other’s progress;
• meeting the trainer for a coaching session after 3 weeks and again after 8 weeks, to confirm successes and work through challenges and problems.

 

Case Study

A major multinational worked with POD to establish a management development programme for all managers to attend. The programme is now an integrated one covering managers developing from team leader up to becoming a leader of multiple teams.

It is a blended programme incorporating workshops, psychometric questionnaires (eg Myers Briggs), 360° profiling, individual coaching, coaching pairs, and learning on line. Its reputation has grown and it is now a key component in the overall company personnel development strategy.