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At Motion Learning we spend a significant amount of time with our clients looking at ways to help them maximise the impact of formal and structured learning back in their workplaces.
Because we recognise that a huge amount of development really happens through experiential and social learning. In other words either ‘on the job’ or ‘near the job’.
Over the last 10 years, it has become apparent to us that there is an obvious – but frequently overlooked – skill area which is woefully under-developed and under-utilised; that of line manager coaching.
We know through experience that a line manager who can…
- Identify coaching opportunities in a timely way
- Address these coaching needs through skilled and structured conversations
- Offer ongoing support and clear feedback to the learner
…Is considerably more likely to maximise an individual’s performance on the job.
The line manager who takes time to identify performance gaps, who exposes individuals to tasks that give them the opportunity to learn and who supports these people as they go on their learning journey is undoubtedly an incredible asset to a business.
And what’s more – when we work with line managers helping them learn how to coach they absolutely love it.
So it’s a winning approach all round – isn’t it?
How much more effective and rewarding will a development programme or workshop be, both for the individual and the organisation, if the skills and insights gained in a formal environment are then followed up in the workplace through focused coaching?
Line manager coaching helps learners put their newfound skills into practice, provides encouragement and guidance in the face of difficulties, and reinforces new behaviours.
In many situations the coaching becomes the key learning tool. Why send an individual on a workshop when they have a line manager who is more than capable of helping them develop the necessary skills whilst also understanding their unique challenges?
We believe that line manager coaching is a critical element of organisational and individual development.
Taking all of this into consideration, why are so many line management populations devoid of clear coaching capability? Or if not devoid, then at least seriously lacking? To us it seems like a opportunity that businesses can ill afford to miss out on…
We’d like to get your thoughts and offer you the chance to assess your own workplace capability and potential.
Follow this link to complete our questionnaire and receive your report on how close your organisation is to developing a coaching culture.