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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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