People within organisations have many different developmental needs. Many of us are familiar with a group learning environment such as facilitated workshops or formal teaching environments. These learning strategies are effective for facilitating the learning of new concepts or gaining new insights and planning for implementation in a work context.

However it is well recognized that one of the biggest challenges in workplace adult development is translating the knowledge and skills gained on programs into concrete action in the workplace. There are many reasons for this and it is not necessarily the lack of will on the part of the participants. Learning new skills requires a process in which the participant can experiment with the news skills and knowledge with an expectation that things will not always go well. To learn new skills we have to try a number of ways of applying the skill and making mistakes. The learning occurs as a result of reflecting upon the mistakes and developing new strategies.

It is during this period of experimentation the participants need a mix encouragement, recognition, challenging thinking, information and ideas, and support which creates the desire to experiment further. One on one coaching can provide this level of support and become the catalyst for creating great change in short time frames in the workplace.

Coaching support is based upon a relationship focused on the development of competence and change at work. The coach and the participant work together to identify key areas of challenge for the participant. Then through a process of listening, questioning, reflecting, and challenging the coach assists the participants to develop action plans. In subsequent coaching sessions the coach and the participant explore the action taken, the results achieved, resultant learning and future action to be undertaken. This provides a live action learning environment that can identify and challenge blocks that are preventing or hindering the desired progress.

Case Studies

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