{"id":903,"date":"2013-01-02T06:33:10","date_gmt":"2013-01-02T12:33:10","guid":{"rendered":"http:\/\/sanfordrose.wpengine.com\/burnettgroup\/?p=903"},"modified":"2013-01-02T06:33:10","modified_gmt":"2013-01-02T12:33:10","slug":"the-coaching-challenge","status":"publish","type":"post","link":"https:\/\/sanfordrose.com\/burnettgroup\/the-coaching-challenge\/","title":{"rendered":"The Coaching Challenge"},"content":{"rendered":"

As one responsible for a business\u2019 profitability, I never seem to have the time to coach my people consistently. They have such a limited attention span that I get the feeling, especially with my veterans, that they aren\u2019t really into learning anyway. How do I find the balance and provide them what they need in a format that is of interest and relevant?\u201d<\/em><\/p>\n

This question ranks as number one among company owners, managers, and even trainers trying to find the balance between their own work load and providing their employees with essential skills and knowledge. We are all experiencing work environments that are intensely more competitive and constantly changing with business goals and objectives that continue to escalate. While there are still only 7 days in a week and 24 hours in a day, our challenge is to do more with those same 7 days and 24 hours than we did just a year ago.<\/p>\n

So how do we begin to find the gift of time to coach our people and who is to say they are open to receiving it? It is one of the classic organizational dilemmas.<\/p>\n

 <\/p>\n

Sink or Swim<\/strong><\/p>\n

For most of us, historically, the concept of coaching and learning comes from the perspective of \u201cthrowing them into the water to see if they can swim.\u201d So, naturally, the coaching sounds something like \u201cI just noticed your quarterly numbers are down; you need to get them up! You\u2019ve got to have a high volume of activity to make it at our company.\u201d<\/em><\/p>\n

This is certainly an understandable paradigm as most of us were raised in results-oriented, bottom line environments. Although these coaching statements are true, the problem is that these comments boil down to \u201cwork harder<\/em>\u201d which only helps if \u201cwork harder\u201d<\/em> is the right answer. The \u201cwork harder\u201d<\/em> response is about as effective as a football coach standing under the goal post and yelling out the score to his team.<\/p>\n

 <\/p>\n

The Coaching Connection<\/strong><\/p>\n

Key point: If I\u2019m going to position myself as your coach, I\u2019ve got to watch you play the game. This means I have to coach to more than just results or the attempt at results.<\/p>\n

One of the best resources for learning to lead and mentor in a meaningful and high impact manner was created by Randall Murphy, founder of the Acclivus Corporation. Their white paper, The Coaching Connection<\/em>, \u00a0explores how in order for coaching and learning to be truly effective, it must be around more than just the results. Coaching must encompass the skills, knowledge, effort and attitude<\/em> of the work being done.<\/p>\n

Learning Styles<\/strong><\/p>\n

Key Point: Most people are willing to learn if you know how to tap into their learning style. Your challenge is to develop your unique coaching style and your training curriculum so that it engages all four learning styles effectively.<\/p>\n

Kinesthetic learners need to understand the application of real-life experiences and tend respond best to role-play exercises.\u00a0 Auditory learners work best when they can speak, discuss, and think out loud; repition is key for auditory learners.\u00a0 Visual learners need to be able to read and write notes and literature, and struggle in lectures lacking in visual aids or graphics.\u00a0 Tactual learners work best in cooperative learning activities and group discussions and interactions.<\/p>\n

For the time-conscious manager, the best way to ensure the incorporation of all four learning styles into the training curriculum is through the process known as blended learning<\/em>. Unlike traditional education, corporate training<\/em> exists primarily to improve business performance. Blended learning<\/em> 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 classroom training, significantly increased what they learned.<\/p>\n

What\u2019s 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 \u201charps on\u201d 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 \u201cgets it\u201d \u2013 to the obvious frustration of many managers who wondered why their people did not \u201clisten\u201d to them in the first place!<\/p>\n

 <\/p>\n

Finding People Who Make a Difference\u00ae<\/sup><\/strong><\/p>\n

Inspired employees can play a tremendous part in the growth and success of a company, and for more than 50 years, Sanford Rose Associates\u00ae has been committed to \u201cFinding people who make a difference\u00ae\u201d for its clients. To learn more about strategies for effective coaching and professional development for your organization, please reach out to your Sanford Rose Associates\u00ae<\/sup> executive search consultant today.<\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u2014Karen Schmidt<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

As one responsible for a business\u2019 profitability, I never seem to have the time to coach my people consistently. They have such a limited attention span that I get the feeling, especially with my veterans, that they aren\u2019t really into learning anyway. How do I find the balance and provide them what they need in a format that is of interest and relevant?\u201d This question ranks as number one among company owners, managers, and even trainers trying to find the balance between their own work load and providing their employees with essential skills and knowledge. We are all experiencing work environments that are intensely more competitive and constantly changing with business goals and objectives that continue to escalate. While there are still only 7 days in a week and 24 hours in a day, our challenge is to do more with those same 7 days and 24 hours than we did just a year ago. So how do we begin to find the gift of time to coach our people and who is to say they are open to receiving it? It is one of the classic organizational dilemmas.   Sink or Swim For most of us, historically, the concept of coaching and learning comes from the perspective of \u201cthrowing them into the water to see if they can swim.\u201d So, naturally, the coaching sounds something like \u201cI just noticed your quarterly numbers are down; you need to get them up! You\u2019ve got to have a high volume of activity to make it at our company.\u201d This is certainly an understandable paradigm as most of us were raised in results-oriented, bottom line environments. Although these coaching statements are true, the problem is that these comments boil down to \u201cwork harder\u201d which only helps if \u201cwork harder\u201d is the right answer. The \u201cwork harder\u201d response is about as effective as a football coach standing under the goal post and yelling out the score to his team.   The Coaching Connection Key point: If I\u2019m going to position myself as your coach, I\u2019ve got to watch you play the game. This means I have to coach to more than just results or the attempt at results. One of the best resources for learning to lead and mentor in a meaningful and high impact manner was created by Randall Murphy, founder of the Acclivus Corporation. Their white paper, The Coaching Connection, \u00a0explores how in order for coaching and learning to be truly effective, it must be around more than just the results. Coaching must encompass the skills, knowledge, effort and attitude of the work being done. Learning Styles Key Point: Most people are willing to learn if you know how to tap into their learning style. Your challenge is to develop your unique coaching style and your training curriculum so that it engages all four learning styles effectively. Kinesthetic learners need to understand the application of real-life experiences and tend respond best to role-play exercises.\u00a0 Auditory learners work best when they can speak, discuss, and think out loud; repition is key for auditory learners.\u00a0 Visual learners need to be able to read and write notes and literature, and struggle in lectures lacking in visual aids or graphics.\u00a0 Tactual learners work best in cooperative learning activities and group discussions and interactions. For the time-conscious manager, the best way to ensure 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. 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 classroom training, significantly increased what they learned. What\u2019s 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 \u201charps on\u201d 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 \u201cgets it\u201d \u2013 to the obvious frustration of many managers who wondered why their people did not \u201clisten\u201d to them in the first place!   Finding People Who Make a Difference\u00ae Inspired employees can play a tremendous part in the growth and success of a company, and for more than 50 years, Sanford Rose Associates\u00ae has been committed to \u201cFinding people who make a difference\u00ae\u201d for its clients. To learn more about strategies for effective coaching and professional development for your organization, please reach out to your Sanford Rose Associates\u00ae executive search consultant today. \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u2014Karen Schmidt<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10],"tags":[12,13,49,30,9,16],"class_list":["post-903","post","type-post","status-publish","format-standard","hentry","category-sra-updates","tag-employee-continual-learning","tag-employee-training","tag-executive-search","tag-retained-executive-search","tag-sra-update","tag-talent-management"],"yoast_head":"\nSRA Update - January 2013 - The Coaching Challenge<\/title>\n<meta name=\"description\" content=\"Sanford Rose Associate recruitment news, search industry insights, talent management identification, attraction and retention experts.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sanfordrose.com\/burnettgroup\/the-coaching-challenge\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Next Level Marketing Communications\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/sanfordrose.com\\\/burnettgroup\\\/the-coaching-challenge\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/sanfordrose.com\\\/burnettgroup\\\/the-coaching-challenge\\\/\"},\"author\":{\"name\":\"Next Level Marketing Communications\",\"@id\":\"https:\\\/\\\/sanfordrose.com\\\/burnettgroup\\\/#\\\/schema\\\/person\\\/4e5391e1a140aeb8ff41e5a02236845e\"},\"headline\":\"The Coaching Challenge\",\"datePublished\":\"2013-01-02T12:33:10+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/sanfordrose.com\\\/burnettgroup\\\/the-coaching-challenge\\\/\"},\"wordCount\":810,\"commentCount\":0,\"keywords\":[\"employee continual learning\",\"employee training\",\"executive search\",\"retained executive search\",\"SRA Update\",\"talent management\"],\"articleSection\":[\"SRA Updates\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/sanfordrose.com\\\/burnettgroup\\\/the-coaching-challenge\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/sanfordrose.com\\\/burnettgroup\\\/the-coaching-challenge\\\/\",\"url\":\"https:\\\/\\\/sanfordrose.com\\\/burnettgroup\\\/the-coaching-challenge\\\/\",\"name\":\"SRA Update - 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