Developing and Coaching Others

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Developing and Coaching Others
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Question

• What must an organization do to ensure that
  their investment in training employees will
  actually result in changed behavior and
  improved performance on-the-job?

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Achieving Behavior Change
A Learning Process - a multi-step approach
to support learners as they confront the
challenge of transferring learning into
on-the-job performance improvement
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Achieving Behavior Change

• Involved Managers - managers need to be
  held accountable to ensure the learning process
  is adhered to, that they involve themselves at
  critical process junctures, and that they
  implement structured reinforcement following
  training that includes
• Accountability - learners should design and
  implement a plan to utilize whats taught in
  class when they are on-the-job, and managers
  should inspect the plan
• Ongoing learning - managers should help learners
  continue to learn
• Follow-up assessments - managers measure employee
  progress or lack thereof
• Coaching - managers should provide regular
  coaching with encouragement to help learners
  internalize the new skills

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Why is change so difficult?
Because adult change requires forming new neural
pathways in the brain.
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Achieving Behavior Change
Anatomy of a Neuron
Undoing and forming new neuron pathways is
hard. It takes time, training, feedback,
reinforcement, coaching, and lots of practice.
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Learning a new leadership skill is a physical
process. Repeated behavior (skill application)
stimulates the dendrites of neurons (brain cells)
to grow and connect
Achieving Behavior Change
with other neurons. Eventually, an efficient
pathway forms that enables the skill. This
process requires a significant amount of
reinforcement.
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Who influences the transfer of training the most?
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Transfer of Training
Before During After
Manager
Participant
Trainer
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Transfer of Training
Before During After
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Manager
Participant
Trainer
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4
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When in a learning process might Managers make
the difference?
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Opportunities for Managers
Behavior Change
Assessment
Training
Reinforcement
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Two Major Elements in DCO

• DCO enables leaders with the specific skills and
  strategies to ensure training transfers into
  behavior change.
• DCO provides a coaching method that will address
  employee performance in a manner that encourages
  learning based on real workplace experiences.

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Opportunities for Managers
Before Explain the training and what is
expected from the learner in order to build
involvement and motivation of the team leader.
During Support the participant in ways that
keep them focused on learning. After Reinforce
thru accountability, ongoing learning, follow-up
assessments, and coaching until it becomes
behavior change.
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Opportunities for Managers
Key Elements in a BEFORE Meeting
I. Inform
III. Notify

• Whats coming
• Specific Steps
• Dates and Schedule

• What you expect before
• What you expect during
• What you expect after
• Specific accountabilities

II. Influence
IV. Communicate

• Importance to you as manager
• Importance to organization
• Importance to team
• Importance to the team leader

• How you will support
• How you will inspect
• How you will coach

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Opportunities for Managers

• 1. Ask the team leaders view of what happened?
• 2. Ask why it happened the way It did.
• 3. Ask what the consequences were?
• 4. Ask what lessons were learned and what the
  team leader will consider doing differently next
  time.
• 5. As what the team leaders next step will be.

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Opportunities for Managers

• Do more listening than talking.
• Do not preach or lecture.
• Relax and make the interchange natural.
• Resist temptation to make a point.
• Ensure reflection learning occurs.
• End discussion with encouragement.

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Two DCO Versions
18 Wholesale
90 Wholesale

• Senior Management Version
• Standalone Version
• Includes Special Coaching CD-ROM with
• 12 Leadership Skill Point Videos
• 14 Leadership Troubleshooting Guides
• 14 Leadership Interactive Forms
• PDF Article When Training Fails
• PDF Train-to-Ingrain Article

• Team Leader Version
• Fits in The Leadership Curriculum
• Helps Team Leaders Maximize Training
• No Special CD-ROM

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Opportunities with DCO

• Differentiate on Results
• Sell consulting on Reinforcement
• Discuss/Explore Failures
• Reach Higher Level Management
• Implement a Process versus Event

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Developing and Coaching Others
The growth and development of people is the
highest calling of leadership. Harvey S.
Firestone Founder of Firestone Tire and Rubber Co.