What
is coaching?
Coaching is a conversation, a dialogue, whereby a coach and coached interact in a dynamic exchange to achieve goals, enhance performance and move the coached forward to greater success (Zeus and Skiffington, 2000). Wright (2005) asserts that the primary goal of any training method is to prepare trainees to perform effectively on a specific post training task.
Uses of Coaching!
Coaching is considered to be a process of helping someone to improve performance through reflection on how they apply a specific skill and knowledge through supervision and guidance (Thorpe and Clifford, 2003). Coaching is used to improving performance of individuals as well as to develop new skills and knowledge.
Considerations
Using coaching to develop manual skills is definitely applicable and successful, however to make this method efficient there must be several matters to be considered prior to coaching commencement, a coach should be aware of the following:
The reasons for using coaching must be clear and measurable considering, comparative advantages against other methods of training in order to determine the effectiveness and efficiency of coaching.
The trainers may recognize the need and necessity of using coaching in a situation where there is a workplace dynamics like using of new technology tools due to change of technology.
For coaching to be effective the coached must be interested and participate actively in learning process (Leich,2011) It is most probable that coaching is associated with physical demonstrations, actions and team play in a way that a coach and trainees will likely to be fully engaged.
A trainer is required to have knowledge of learners about their languages, level of knowledge so that the trainer can be able to understand weakness, strengths and opportunities to improve and develop them.
Coaching is a conversation, a dialogue, whereby a coach and coached interact in a dynamic exchange to achieve goals, enhance performance and move the coached forward to greater success (Zeus and Skiffington, 2000). Wright (2005) asserts that the primary goal of any training method is to prepare trainees to perform effectively on a specific post training task.
Uses of Coaching!
Coaching is considered to be a process of helping someone to improve performance through reflection on how they apply a specific skill and knowledge through supervision and guidance (Thorpe and Clifford, 2003). Coaching is used to improving performance of individuals as well as to develop new skills and knowledge.
Considerations
Using coaching to develop manual skills is definitely applicable and successful, however to make this method efficient there must be several matters to be considered prior to coaching commencement, a coach should be aware of the following:
- · What is the driving force for using coaching to develop manual skills?
The reasons for using coaching must be clear and measurable considering, comparative advantages against other methods of training in order to determine the effectiveness and efficiency of coaching.
- · Does it consider the use of new technology?
The trainers may recognize the need and necessity of using coaching in a situation where there is a workplace dynamics like using of new technology tools due to change of technology.
- · Does it motivate the coached?
For coaching to be effective the coached must be interested and participate actively in learning process (Leich,2011) It is most probable that coaching is associated with physical demonstrations, actions and team play in a way that a coach and trainees will likely to be fully engaged.
- · Comfort of the trainer
A trainer is required to have knowledge of learners about their languages, level of knowledge so that the trainer can be able to understand weakness, strengths and opportunities to improve and develop them.