There are a number of explanations for the dramatic increase in productivity as a result of coaching. The coaching phase consisted of one-on-one interactions emphasizing
(1) goal-setting
(2) collaborative problem solving
(3) practice
(4) feedback
(5) supervisory involvement
(6) evaluation of end-results
(7) public presentation.
While all of the steps in the coaching were important, goal-setting and public presentation were deemed as most critical.
With one-on-one executive coaching, the coach and the coachee worked together to define concrete actions (goals) that coachee’s would undertake by the end of the coaching phase. In order for goal-setting to be effective, the goal: must be specific, challenging, measurable, assignable, realistic, and time-bound. All these conditions existed in the present action research intervention.
As a result, goal-setting led to higher transfer and enhanced perceived self-efficacy. Because one-on-one coaching provided participants with hands-on experience performing the tasks they had learned about in training, they were able to receive feedback regarding the results of their actions from the job itself (when production and productivity were measured), organizational peers, superiors, coaches and customers. Consequently, they saw the extent to which their newly-acquired knowledge had been converted to practical skills that had positive utility. In essence, the positive reinforcement from all sources enhanced participants’ self-efficacy.
Conclusion
The US alone, spends almost 60 billion dollars per year on training expenditures, with the purpose of creating better leaders, managers, sales professionals and skilled employees through numerous educational delivery methods.
There are critical components in factoring learning transfer rates, such as learner readiness, instructional design effectiveness, creation of post-training expectations, measurement and follow-up – all which impact bottom line results, ROI and training and development spend.
Integrating a coaching solution positively impacts the transfer of learning when combined with traditional training methods, as evidenced in this research paper. Coaching can accelerate the process of assimilating information gained through training and assist in the realistic application of learnings, thus reducing scrap learning rates and increasing ROI from training and development spend.
Only through the actual application of knowledge, skills, behaviors and competencies learned, can organizations realize measurable bottom line results in the form of increased employee productivity, performance and greater job satisfaction.
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