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Training without coaching is entertainment

Written by: Jim Della Volpe

Article Overview: Many times when you come out of a training program , you are ready to change your behavior. The "sugar high" that you get lasts a few days or a few weeks . Then it is back to the way you have always done things. It does not have to be that way..................

Training without coaching is entertainment

I’ll bet that you’ve had this experience MANY times: you attend a conference or workshop (or send your staff) and you get all excited; Sooo many great ideas; you can’t wait to get back to the office; everything is going to be different. Then, three weeks later what happened? Probably nothing!

Now, I know that lots of very smart, very hard working folks put together the conferences and training programs that we all enjoy – I’ve put on quite a few myself. But in my heart of hearts, I know that it isn’t likely to add up to much in the way of REAL / SUSTAINABLE change. Most trainers know this as well which is why so much of training is coming to be called “edu-tainment”.

There is a reason this happens. We always adapt to our environment. Since your current environment was designed by the “old you”, you will naturally adapt back to it and most of your insights and big ideas will fade into memory. In addition the pressures in the “real world” tend to mount up quickly and so you jump back into familiar behavior patterns.

The solution …… environmental design coaching that is all about supporting YOU. If your coach is there to help you make significant changes to your environment or to your behaviors in order to support the “inside” changes you made at the conference, lasting results become the natural outcome. It takes time, support and feedback to make behavioral changes.

If you are going to invest in training, then hire a coach to help you cement that positive changes that you wish to make.

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Article Tags: behavior patterns, behavioral changes, cement, coach, conferences, environmental design, heart of hearts, insights, memory, natural outcome, positive changes, real world, sustainable change, time support



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Rich Dad coaching - Hi, I've read reports like this before and I don't know whether they are true or not. What I do know though is about checking out any coaches before you hire them. These comments aren't a reflection of Rich Dad's coaching, just comments on being coached in general. Many companies that offer coaching are only offering you a way to learn their method of doing something. The coaches many not have any qualifications or skills in coaching they just know what they need to tell you to do. So, I suggest that you find out more about the actual coach you would be working with. What training do they have? How long have they been coaching? Often people get into a sales funnel and are offered expensive coaching as part of this, where they may be better to find a professional coach themselves who can offer excatly what you as an individual needs. Its also important to speak one on one with any coach that you may hire because there's need to be connection and someone you truly feel that you can work well with. Wendy
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ARTICLE: Performance coaching in the workplace - To create lasting performance change it is necessary to first understand the positive and negative influence that a person’s personal behaviors has on their execution and what impact these have on their ability to achieve success. Only when we fully understand a person’s behavioral patterns and create positive self-managing coaching strategies can we assist a person to create lasting performance change. The vast majority of employers believe coaching can deliver significant benefits to both individuals and organizations. The majority of employers plan to increase the use of coaching over the next few years, according to a new survey by the Institute of Personnel and Development. Nearly nine out of ten interviewed companies expect their managers and supervisors to deliver performance coaching as part of their day-to-day work. In another large industry-wide study it was found that most managers reported that they were confident in their ability to coach. However, the study also showed that the managers’ actual skills levels as coaches were typically poor. As a consequence they were not nearly as effective in their coaching as they believe themselves to be. Often times, they believed that coaching consisted of just providing 1-to-1 instructional feedback to their staff members on what to do in a given situation to perform better. Many recent studies have shown that technical skills only represent at best 20% of the contribution into our performance. The remaining 80% comes from our ability to choose or make a decision, assertiveness, commitment to grow, ability to concentrate, honesty, optimism, persistence, ability to perform well under stress and so on. These traits are commonly called our soft skills or attitude. Few managers understand just how deeply rooted their own behavior patterns are, let alone how to positively change them in other people. Performance coaching is frequently confused with other types of coaching, such as Executive coaching and Life coaching. Performance coaching is a form of Directive coaching. Executive coaching and Life coaching are both forms of Non-directive coaching. Directive coaching is usually more suitable for a manager who sometimes acts as a coach. Performance coaching in the workplace has developed immensely from what it was only 4 years ago. To choose the right coach will make a huge difference. You also better make sure to know what you want. If your coach knows what (s)he is doing – you will get on your way to get it! [i:38tu5pgr]- Peter J Karlsson[/i:38tu5pgr]


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