SSSOnjobcoach

On-the-Job Coaching

Prepare

·	Individual. Prior knowledge; existing skills; personality; characteristics (for example, left-handed).

·	Plan. Stages into which the job breaks down; what to do at each stage; reasons for doing it that way; key points (for example, safety; accuracy; quality).

·	Arrangements. When and where; equipment.

Set the scene

·	Context. The big picture - where this task fits; why we do it; how it helps; why learners need to understand it.

·	Objectives. What the learner will be able to do as a result of being coached.

·	Process. Stage-by-stage; how coach and learner will work together; how long it will take; coaching as conversation.

Watch your language!

·	Terminology (words!). Use simple words; explain technical terms and acronyms.

·	Questions. Encourage conversation with open questions; nail down specifics with closed questions.

·	Body language. Watch the learner’s for understanding; watch your own (and your tone) for encouragement.

Catch learners doing
something right

·	Concentrate! Look for opportunities to give praise.

·	Be specific. Tell learners precisely what they are doing well.

·	Be honest. Don’t go looking for faults, but don’t ignore them either.

Criticise without crucifying

·	Don’t .... Personalise the criticism; use sarcasm; sigh deeply and roll your eyes. And don’t take over unless there is a safety problem.

·	Do .... Ask rather than tell; encourage the learner to think; explain why; stress any key points. And if at all possible let the learner fix the problem.

Use the structure

·	Remind the learner where you’ve got to (‘that’s the second stage’)

·	Ask the learner what comes next (‘can you remember what we do after this?’).

·	Summarise and test understanding, particularly at the end of each stage.

Follow up

·	Let the learners practice (without hovering over them!).

·	Add the finishing touches. Answer any outstanding questions. Correct any remaining faults.