Our Unique Coaching Model

Does training work for you?
Do you get the results you want and need from training?
Can you determine the return on training dollars?

When you think about it, it is not surprising that training lets you down after all, let’s consider how it works. All training, even the most expensive and sophisticated operates on group norms or averages. If you are ‘learner average’ then you’re probably okay. The training you attend has been designed to suit you and you will probably learn something. If, however, you are not ‘learner average’, then, the chances are you are wasting your time and money!

Motivational and training gurus would have us believe that, as long as you gain ONE good or new idea from a ‘session’ then it is worthwhile but, is it? Can your organisation afford to release staff for a whole day of training development and accept just ONE new idea or skill? Is this an acceptable return on training dollar?

Training usually involves a group of 20 or more people coming together in a workshop, classroom or seminar setting to ‘learn’ something. While the content of the learning can be customised and very specific to an organisation; incorporating organisational knowledge along with systems and processes or, more general in a public workshop or short course scenario, in both cases, the training and the trainer cannot possibly hope to provide a personalised learning experience for each individual. At best some individuals may find a few relevant points. At worst there is no connection.

We know everyone is different. Different learning styles, levels of education, behaviours, perceptions and prior knowledge. We must also remember that the adult attention span is generally around 8-10 minutes. So, for every hour of training time, at best a participant is focused and open to learning for a maximum of maybe 10 minutes!

If you work this through to its logical end point, this means that just over 1 hour of a whole day workshop is productive and useful (that is, provided the learning on offer is aligned to those individual differences)!

Similarly, we know that adults can retain between 5-7 bits of information in their short term memory before they need to ‘do something’ with the information to move it into their long term memory and make it their own.

Research demonstrates that individuals remember 10% of what they READ and only 20% of what they READ and HEAR.

What with all the ‘human’ variables it is no wonder that, on the whole, group training just isn’t effective!

How can we increase the productivity and results of training?

Quite simply the most effective and efficient way to develop new skills and gain applicable knowledge is to acknowledge that everyone is different and work with individuals on a one-to-one basis so that the training is personal in every sense. An experienced and specialised workplace coach can provide a unique/richly textured learning experience designed specifically for the individual within a specific workplace context.

Research indicates that one-to-one coaching drastically improves the ability for an individual to learn.

It makes sense. One-to-one coaching is designed for the individual: for their learning preferences; their personal concentration levels; their memory capacity; their specific workplace context and their ability to practice and apply supported by their coach as often as they need to ‘get it’!

What about the cost?

CAL is an independent, privately owned RTO. Unlike many of its public competitors, the College maintains a low-cost operating base and our coaches are all passionate in their belief in coaching and so are themselves College stakeholders. In this way we can keep our overheads down and focus our costs specifically and directly on the cost of coaching. You are not paying for overheads, systems and processes that do not directly relate to your purchase.

The cost of coaching in the workplace is no more expensive under the CAL model than many CAL competitors charge for group training!

If you require coaching for a qualification you may find you are eligible for government funded support. CAL offers one-to-one coaching for all government funded programs as well.

How does it work?

We believe that the most effective learning occurs ON THE JOB and in a CURRENT JOB CONTEXT with the support of management and workplace peers. CAL works primarily with existing workers using their workplace and job role/function as the basis for learning.

To ensure the learning is targeted and effective our coaches spends some time in the workplace with the business manager so that they can better understand the business strengths, weaknesses, opportunities & threats.

Ideally, our coaches work closely with the management team to:

• determine the business needs
• analyse current skill sets and
• identify skill and knowledge gaps to be addressed.

Together with management, our coaches determine key actions and identify individuals requiring development. A training plan is then developed for the organisation (see Cal Circle of Coaching).

In some cases, funding may be available to support staff development.

Once individuals have been selected for development the coach works closely with them to design a learning program that matches their personal preferences. For example the coach will determine how a person prefers to learn and from this will design a program best suited to this preference. Most adults learn best by ‘doing’ therefore, through a workplace coaching model our coaches are able to facilitate workplace actions that enable learning by doing.

Developing personal learning plans

Our coaches will work with individuals and their line managers to develop a detailed and personal learning plan that outlines the who, what, when, where and how of learning on a week to week basis.

In most cases, our coaches will meet with the learner for an extended period of a year or more on a regular basis.

During this time the coach works with the learner as they perform aspects of their regular role and as they are given opportunities to perform at an advanced or higher level than their usual role.

The coach and the learner are able to engage in immediate feedback and the coach is then able to provide further learning opportunities to enhance and further develop the knowledge and skills in development.

Where possible, the coach also works closely with the line manager to ensure the learning continues outside of the coaching and that there are sufficient learning opportunities made available to the learner. Our coaches work with line managers to assist them to make the most of every opportunity to learn and to develop their own coaching skills.

Workplace Projects

Often, and in order to extend the learner further or, to provide more formal learning opportunities, a workplace project will be designed for the learner.

A workplace project not only gives the learner a structured framework for specific learning, it also helps the business/organisation. Usually projects are designed around specific workplace problems, issues or improvements and, when all stakeholders work together in the design the successful completion not only ensures the learner has acquired new knowledge and skills but it also provides the business with a tangible, positive outcome/benefit.

For more information check out our Cal Circle of Coaching or Contact us for a chat about how we can help you!