Coaching is a process. This was one of the key take-aways from last month's Learning Event, which was part experiential learning, part best practices identification, and a little bit of lecture. It was also an opportunity to observe coaching in action -- presenter Steve VerBurg did an admirable job gathering the pooled knowledge of the ATD-OC attendees and transforming them into learning opportunities for everyone involved.

Which was a key lesson of the session. Knowledge, Steve shared, consists of about 15% of what the coach is responsible for. The remaining 85% consists of skills and attitude. The inspirational coaches with whom we each have worked, or are working, have displayed characteristics that focused on skills and attitude more than on knowledge. Dr. Cynthia Boccara took that message to heart: "I'm 'Dr. Data' - I love knowledge. I'm finding that it's an impediment to me. I get locked in that analysis and more data and research. And I see myself spinning, and I keep thinking that I need to know more. This [session] is one more reinforcement that it's not the knowledge, it's the attitude and application that actually creates the success."

"Steve VerBurg aptly pointed out that Attitude is the one component that leaders and trainers have within their control," shared Brenda Wells. "And that so many of the skills and competencies that we wish to exploit positively begin with the proper Attitude: patience, mentorship, empowerment, trust, credibility, to name only a few." Steve shared a few key models with the group that evening, but the key take-aways seemed to come from the participants' analyses of how to apply those models. "I am always impressed with the amount of experience and wisdom in the room," shared Brenda. "Besides the amazing number of insightful and helpful tips offered to gain performance improvement, the spirit of collaboration and support was clearly present."
That sharing came in the culminate activity of the evening, where Steve presented five categories of coaching techniques, and challenged us to share what we've experienced that would fit into those categories. We've posted the images to the right -- click on each image to see the details (we're particularly proud of how we were able to include ATD-OC as a coaching resource -- ask us how in the comments, if you'd like more details behind these lists!). As you can see from the list, the methods by which a leader can coach an employee are plentiful.  Our attendees would point out, however, that those techniques fit within 2, perhaps 3 of the seven coaching process steps, and by themselves would not succeed in improving employee performance.   Michele Schwab appreciated the Coaching Process Model.  "It breaks down a very big process," she said.  "I believe many of us walked away from the session understanding that each step is important to achieving better results."  Perhaps an equally important:  "I can easily reference the nice clean structure [of the coaching process] during future coaching or "coaching the coach" opportunities."

If you attended our March Learning Event, and would like to add your thoughts to what you learned, we look forward to your comments. 

We also look forward to seeing you at our April Learning Event, which addresses "Training A Dispersed Workforce."  In a business world that continues to adapt and adjust to a global market, with large organizations spread across the nation and the world, the challenges of training both new and existing employees goes beyond the typical issues experienced in a single classroom.  Our presenters Ferril Onyett and Mazen Albatarseh will share Taco Bell best practices to managing this tension and remain agile and responsive to a rapidly evolving business climate.

See you there!