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For
Immediate Release
Contact: Howard Farfel
800.993.1600 x 5838
Corporate Investment in Training Sees
Greater Pay-offs with the Integration of Coaching
SAN
DIEGO, April 7, 2002 -- Coaching.com—the world’s
front-runner in organizational coaching—has announced a new coaching-enhanced
training approach that is helping organizations exponentially expand the
payoff received from investments made in training.
"Successful
training takes more than putting people in a classroom and hoping that
they will learn, absorb, and retain the material that’s presented,”
says Scott Blanchard, Coaching.com’s founder. “Getting results
goes beyond the effective delivery of training—it means that employees
understand how training is relevant to their jobs and are able to apply
new skills and change their behaviors.”
Blanchard, the son of Ken Blanchard who is widely known as the author
of The One Minute Manager® and sixteen other best-selling books on
human development, says that Coaching.com, along with its sister organization,
The Ken Blanchard Companies, has conducted extensive investigations on
what makes a training initiative successful.
The Coaching.com founder says the first aspect is sharing the context
for training so that people understand upfront how it is linked to the
goals of the organization. “ People need to see a clear connection
between training they receive and the improvement of business results,”
says Blanchard. “They must also sense that there is strong executive
sponsorship and support for the training, and have a clear and resounding
sense of ‘how this helps me’.”
The second element involves delivering training in manner that shifts
focus from a one-time “event” to a continuous learning context.
“We create a sustained learning experience by offering training
in one-hour sectors over an eight-week period. Then, we add some coaching
sessions to anchor the learning to real work situations,” says Blanchard.
“The goal is to avoid what happens in the typical training scenario
when the participant closes the training manual at the end of the session
and it sits on a shelf, never to be opened again.”
A third key component is the organization providing a venue where people
can practice their new skills and new ways of thinking. “People
yearn for a safe environment to practice newly acquired skills. Today’s
successful training includes an increased emphasis on practice, so learners
can develop confidence in incorporating new behaviors.”
Studies conducted by Coaching.com have shown that a fourth and final feature—that
of implementing coaching to support the application of new skills and
content—can keep the training “top of mind” for the
participant long after the training is over. “Coaching to support
learning has been proven to be an effective and dynamic process that drives
the sustainability of training, therefore enhancing the return on investment,
says Blanchard.”
According to Madeleine
Homan, Coaching.com’s Chief Coaching Officer who co-founded the
new venture with Blanchard, training initiatives that are supported by
coaching are four times more effective than those that are not supported
by coaching. “This was corroborated by the International Personnel
Management Association back in 1997 , and by Neil Rackham in “The
Coaching Controversy” published in Training and Development Magazine
in 1979 ,” says Homan. Rackham—the author of the best-selling
book, SPIN® Selling—said in the T+D article, "However excellent
your classroom training, without good coaching you are probably wasting
87 cents out of every skills dollar you spend!”
Homan has been a prominent figure in business coaching since 1989 and
holds a Master Certified Coach credential from the International Coach
Federation, an honor held by fewer than 300 individuals.
" Individual coaching sessions provide the ideal venue for training
participants to link their newly acquired skills to immediate application
on their jobs,” says Linda Miller another Master Certified Coach
who has focused on the launch and expansion of coaching within the corporate
arena since 1995. “Coaching helps people diagnose, prioritize, and
plan a course of action. It can be seamlessly linked to any type of training
content, change initiative, or leadership development program,”
says Miller who joined Coaching.com in 2000 as Vice President of Coaching
Services. “For the first time, companies can reap the rewards of
coaching on a broad scale.”
Coaching.com is primarily focused on the integration of best-practice
coaching with e-learning tools for the reinforcement of learning and improved
organizational development. By combining a team of seasoned, highly credentialed
coaches with a proprietary Web-based platform, Coaching.com has extended
the benefits of coaching beyond the executive boardroom, providing scalable,
fully immersive services that are flexible and cost-effective enough to
reach every branch of a company.
Additional information about coaching to support learning is available
at 1-800-993-1600, or at www.coaching.com.
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