Effective Training: Systems, Strategies and Practices, Essay Example

Coaching is defined as the procedure of giving personalized guidance and tutelage in order to enhance attitudes, skills and knowledge. The goal of enhancing the KSA is to increase the work production. The coach may also be an external consultant who is an aide to upper level management. This external coach who aides the upper level management directs attention at the areas of public orating and specific characteristics of business challenges. Coaching is applicable in a variety of situations (Blanchard & Thacker, 2010; Connor & Pokora, 2012).

An example of the situation should be giving feedback in order for the trainees to sharpen their skills in order produce more effectively. Coaching also entails the assisting of a trainee in gaining mastery with regards to adapting to the responsibilities of organizational change. The coach can help to define the roles of the trainee. This assistance increases the attitudes of the employees and augments the employee’s motivation. The role of the coach is to provide guidance subsequent to the training process in order to enable the transfer of novel skills (Blanchard & Thacker, 2010; Connor & Pokora, 2012).

The relationship which coaching maintains to mentoring is that there is a continuing correspondence which continues between a trainee and an experienced employee. Coaching is directed toward the technical nature of the task and mentoring is directed at improving the employee’s suitability in the organization. Coaching is directed toward developing skills and mentoring is directed at developing attitudes (Blanchard & Thacker, 2010; Connor & Pokora, 2012).

References

Blanchard, P. N. & Thacker, J. W. (2010). Effective training: systems, strategies and practices (Custom 4^th edition). Upper Saddle River, NJ: Prentice Hall.

Connor, M. & Pokora, J. (2012). Coaching and mentoring at work: developing effective practice (Second edition). Berkshire, UK: Open University Press McGraw Hill Education.