No Time To Coach? Part 2 of 2 | Next Level Mastery
15854
post-template-default,single,single-post,postid-15854,single-format-standard,ajax_fade,page_not_loaded,,qode_grid_1300,qode-theme-ver-10.0,wpb-js-composer js-comp-ver-4.12,vc_responsive

No Time To Coach? Part 2 of 2

No Time To Coach? Part 2 of 2

Article by Rob Mosley of Next Level Mastery

Part 2 of 2:  The following article is derived in part from the thinking of Randall Murphy and the Acclivus Corporation and their curriculum entitled Acclivus Coaching for Sales Performance. This program is offered in a partnership with Next Level Exchange.

In my previous post, “No Time To Coach? Part 1 of 2” I left you with this thought:

“For coaching and learning to be truly effective, it must be around more than just the results. It must be around skills, knowledge, effort and attitude on the work being done. You will spend less time on meaningless coaching and end up with a coaching message to your people that is both valuable and executable!”
That brings us to the second challenge: Your recruiter’s receptiveness toward being coached and learning from the experience. This is especially true with three generational groups working together in the same environment.

So let’s just put this on the table right at the beginning:   even with the gift of time, assuming you have it, and know how to use it effectively, not every one is going to be open to learning. You will always have prisoners in your camp or perhaps perpetual self absorbed individuals who already think they know everything. That is a fact of life.  Our focus therefore in this article will be on the core of your office or team that is open to learning and being mentored if boredproperly challenged. We just need to know how to better connect with them in the limited amount of time that we have.

Here’s the key: Most people are willing to learn if you know how to tap into their learning style. There is a real science to helping people learn and we all learn and absorb information in different ways. By the way, this is true in communication with your clients and candidates as well!

Dr. Bernice McCarthy is a subject matter expert around learning styles. In her book,
Hold On, You Lost Me! – Use Learning Styles to Create Training That Sticks, she discusses learning styles and the modeling around the styles to help ensure an effective coaching and learning opportunity for all.  Your challenge is to develop your coaching style and your training curriculum so that it engages all four learning styles effectively.

For the time conscious manager, the best way to insure the incorporation of all four learning styles into the training curriculum is through the process known as blended learning.   Unlike traditional education, corporate training exists primarily to improve business performance. We deal primarily with adults – people who want and need to learn just enough to become more effective at their jobs.

Blended learning allows for the consideration of each individual – the human factor. A study by Harvard Business School faculty Drs. DeLacey and Leonard Peter found that providing several linked options for learners, in addition to group / classrblended learningoom training, significantly increased what they learned. The report determined that people not only learned more when online sessions were added to traditional courses, but interaction and satisfaction improved as well.

What’s in a blend? Blended learning includes face to face classroom training, videos, on-line training workshops, one-on-one coaching, as well as webinar guest speakers and literature.  Often, for the time weary manager, utilizing outside resources helps to reinforce a message in a multitude of ways. It is typically the type of message that the manager “harps on” on a daily basis, but when the same message is delivered a different way, or by a different person, it is often at that point the learner suddenly “gets it” – to the obvious frustration of many managers who wondered why their people did not “listen” to them in the first place!

Blended learning is a living concept, not just terminology, a phrase, a DVD, or a series of webinars. Therefore it is important that you have a variety of quality training / coaching options available to ensure the application of the RIGHT MIX to any given business problem.  Consider a two week free trial to Next Level Exchange; Recruiting training on-demand, just-in-time, and customized for recruiters and search firm owners.

Are you interested in a custom workshop for your organization? 

Contact Rob Mosley’s Client Service Manager, Ita Harris, today to get started on creating your own  Executive Search Best Practices, Client Development, Leadership and Management Best Practices workshops.

Ita Harris | Client Service Manager | [email protected] | direct 214.556.8018

No Comments

Post A Comment