Introduction to Coaching

Coaching is the process by which learners/employees gain the skills, abilities and knowledge they need to develop themselves professionally and become more effective in their roles/jobs. When you coach learners/employees, you increase both their performance and their potential to do more in the future.
Coaching is designed to boost performance levels. Coaching begins with an assumption:
Most learners are eager to do well, to please their ETD practitioners/lectures and to achieve goals.
Coaching continually seek to expand everyone’s knowledge base and skill level.
Knowledge is the ability to organise information into a context and put it in a workable perspective.
Skills embody the application of this knowledge in performing a task or a job.
Essential Vocabulary
It is important to get familiar with all the terms we will be using in this learning programme.
The following table acts as a glossary of terms.
The methods that seeks to maximise learners/employees performance by conscientiously considering individuals and their unique talents and abilities
Coaching is a process rooted in consistent and honest communication between coaches and learners/employees, is solution orientated is collaborative and seeks positive outcomes to any and all situations
An ETD practitioner/manager who shapes the environment by emphasising the continual growth and development of learners/employees knowledge and skills.
A coach communicates and encourages learners/employees on a one-on-one bases to maximise performance to realise their full potential both personally as well as professionally
Continuous learning
The dynamic process created by ETD practitioners and coaches to expand knowledge and the growing of skills for all involved
Corrective coaching
A designation applied to particular coaching efforts in situation where learners/employees attitude and behaviors point to serious problems
An essential coaching technique that allocates more responsibility to the learner/employee
An individual in a business setting who assumes a relationship with a learner/employee on a lower part of the organisation hierarchy for the purpose of groom the individual for a particular position. This is accomplished by imparting useful lessons learned, offering advice, and provide some counselling
A more informal relationship that coaching, rooted in passing on wisdom and know-how from one person to another. Applicable in business settings.
Counseling A no punitive disciplinary process, normally a one-on one meeting with a problem learner/employee. The purpose of the meeting is to get the learner/employee to acknowledge the difference between actual performance and expected performance, identify the source of the problem and to develop an action plan to bring performance up to minimum expectations, if not higher.
Counselor Trained individual to deal with specific problems