The ability to learn faster than your competitors may be your only

sustainable competitive advantage.- Arie de Geus, former Group Planning Coordinator, Royal Dutch/Shell

66 % of the world’s most admired companies include

building of human capital as one of their key goals

For these companies coaching is one of their primary means of contributing

to this critical investment in individual and organisational capacity

Rather than experts we need knowledge growers who enable the learning of

others and create knowledge sharing among individuals

Three coaching practices to accelerate learning

Building learning into everyday work

Being a thinking partner

Providing feedback to build capability

“The job of managers is not to know everything and decide

everything, but rather to create an environment in which there

are a lot of people who both know and do.”

—Pfeffer and Sutton

BUILDING LEARNING INTO EVERYDAY WORK

#1 Integrate key learning activities into daily tasks

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

#2 Ground key learning activities in organizational goals

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

#3 Supplement learning with relevant resources

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

#4 Foster a climate of trust and honest communication

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

#5 Encourage diverse perspectives

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

#6 Promote risk taking

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

#7 View mistakes as learning opportunities

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

#8 Solve problems cooperatively

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

#9 Encourage the exchange opinions and ideas

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

#10 Dedicate time to think and reflect

10 WAYS TO BUILD LEARNING INTO EVERYDAY WORK

The increasing complexity of work changes the nature of learning because ready-made solutions to problems are fewer. This places a premium on employees’ ability to work themselves out of problems ...

- Tim Brown

BE A THINKING PARTNER

Thinking partners serve as sounding boards to gain different

perspectives to find the best way forward.

BE A THINKING PARTNER

Thinking partners help to discover choices and generate enthusiasm about the possibilities.

BE A THINKING PARTNER

The ability to provide clear, credible information about another’s

performance can make the difference between being seen as an annoying boss who simply oversees the work and being highly regarded as a coach who is able to support effectiveness and

foster ongoing personal growth.

- H. B. Karp

PROVIDE FEEDBACK TO REINFORCE AND DEVELOP CAPABILITY

The two greatest contributors to workplace performance are

achievement and recognition (Herzberg, 1966)

PROVIDE FEEDBACK TO REINFORCE AND DEVELOP CAPABILITY

Positive feedback reinforce skills, talents and progress.

PROVIDE FEEDBACK TO REINFORCE AND DEVELOP CAPABILITY

Rather than thinking of feedback as evaluation, think of

it as a primary means to help others learn

PROVIDE FEEDBACK TO REINFORCE AND DEVELOP CAPABILITY

Slides are based on Developing Coaching Capability, Conceptual and Research Background.