| Structured Follow-Through
Integrated Training & Coaching Overview Managers typically leave training sessions eager to use what they have learned. Their enthusiasm quickly wanes, however, when they return to familiar pressures: Emails, firefighting and general work overload. Habits usually take over; and changing habitual behavior, especially on one’s own, is very difficult. As a result, the return on training investment is often minimal. To increase the likelihood that new skills will be transferred to the workplace, we include follow-up components in our training and coaching programs. Specifically, our programs include action tools, follow-up coaching, and accountability systems. Action Tools The purpose of action tools is to help participants translate new insights and skills to real life changes in behavior. To help focus this application, we conclude each session by having participants specify their goals, actions, and next steps in an improvement plan. Templates and checklists are provided to support these efforts. These include templates to prepare constructive criticism, to build a performance dashboard, and to reach agreement with a direct report on areas for improvement. Follow-Up Coaching The skills gained through training, videotaped feedback, or OD interventions are best assimilated into daily life through routine follow-up coaching. EDG trainers conduct one-to-one meetings with senior executives and small group coaching sessions with middle managers. We meet with senior executives to guide their application of new skills and to support them as they coach their direct reports’ efforts. We work with middle managers to review their efforts at application, to provide additional practice, and to plan next steps. Managers report that they also value learning from colleagues and developing a disciplined focus on the management aspect of their role. Coaching programs conclude as participants demonstrate desired levels of proficiency. Accountability In addition to action tools and follow-up coaching, effective programs also include systems for monitoring follow-through and impact. In recognition of the above, EDG designs and implements systems for evaluating the extent to which:
We typically use pre and post activity interviews, focus groups, surveys and performance dashboards to evaluate follow-through, progress and areas for continued improvement. EDG works closely with Senior Management to assure that they consistently address performance. Specifically, we help them to provide positive feedback and constructive criticism, in real time and in performance reviews. |
