Over the past few years, we\u2019ve seen a trend of companies abandoning traditional training programs built on standardized courses of instruction \u2013 replacing them with employee centered development leveraging applied training methods and individualized coaching.\u00a0 The shift from instruction to coaching is generating tremendous results both in the outcomes employees produce and the ROI on training investments.<\/p>\n
The dictionary defines instructing as: \u201cfurnishing with knowledge by a systematic method\u201d \u2013 more commonly referred to as a \u2018skills and drills\u2019 approach.\u00a0 While traditional methods of instructions are well suited for repetitive production tasks and promoting consistency amongst employees, they are often ineffective (and sometimes counter-productive) for developing skills and capabilities in the modern workforce where every job is unique and business needs evolve quickly.<\/p>\n
According to a recent report by the World Economic Forum, the skills modern workers will need most over the next decade are things like: Critical Thinking, Problem Solving and Complex Decision Making<\/em>.\u00a0 These skills require the employee to be observant, creative, understand patterns and find new answers to business problems, not just perform repetitive tasks. \u00a0Providing development opportunities for modern workers means teaching them these new skills.\u00a0 That requires a different approach to learning \u2013 one which coaching is far more effective than traditional instruction.<\/p>\n We already looked at the definition of instruction (skills and drills).\u00a0 Coaching is defined differently: \u201cworking with clients to improve their effectiveness and performance, helping them to achieve their full potential.\u201d\u00a0 With coaching, the focus is on the learner, providing the instruction that they need, instead of on some standardized set of materials.\u00a0 Instead of starting from scratch, coaching treats learning as a continuous improvement process. Coaching is typically tailored to the learner\u2019s existing skills, the business environment and the activities they need to perform.<\/p>\n Another key difference between instruction and coaching is the measurement of success.\u00a0 Instruction is measured by quantity of outputs (Modules presented, students taught or certifications obtained).\u00a0 While these may look good on a teacher\u2019s marketing materials or on the learner\u2019s resume \u2013 they really don\u2019t indicate whether the student has learned anything.\u00a0 Instead of focusing on outputs, coaching focuses on outcomes.\u00a0 These outcomes are measured in terms of impact to the business \u2013 performing tasks more efficiently, solving more complex problems, improving product quality and consistency of work.<\/p>\n Profit margins are shrinking, competition is becoming fiercer than ever before and market conditions change in a matter of minutes.\u00a0 Companies need their workforce to be lean, effective and agile \u2013 responding to the environment and helping the company address risks and exploit opportunities.\u00a0 Employee development programs are tasked with helping employees acquire these skills and abilities.<\/p>\nCoaching addresses the learner\u2019s specific needs<\/h4>\n
Learning is about impact, not checking a box<\/h4>\n
Increasing the returns on L&D investments<\/h4>\n