- A lack of awareness of the above issues by the leader
- A lack of coaching skills
- A lack of time.
- A combination of all above.
What is the Best way to develop Staff ?
This brings us to a key point when considering how best to develop individuals withing your team. From the synopsis discussed earlier of learning tools, it becomes clear that the only way an individual can become completely competent is on the job - applied practice in variety of live situations. There are several sources of knowledge - books, e leaning, internal documentation, industry seminar, team briefing and formal study. Uniquely among the tools external to team, training coerces are able to provide the source of knowledge as well as an environment for developing skills. However, the only place an individual can become completely competent is on the job, ideally in some from of coached environment.
On of the most troubling aspects of staff development that I management guru's regularly encounter is this. Manager conduct appraisals with their staff and discuss which areas of personal development are required for upcoming period. The manager then arranges for the staff member to attend a training course and once the course has been completed, the development area is then ticked off. These are not the actions of brilliant leaders.
It is possible for an individual to attend a training course, return to work, put into practice what they have learned and subsequently become competent ? Sure it is , in just the same way that it is possible for an individual to read a book, undertake some e Learning program or read a procedure manual and then practice what they have learned in order to become competent.
Any knowledge source combined with practical application can potentially lead to full competency. But it is likely ? No, and more to the point, from the manager's perspective it is completely hit and miss.
Highlights : High performing teams usually have a coaching culture at their heart. It is not just the leader who can learn to coach but also more experienced team members. Invest time and effort in getting these key people up to speed as coaches and you will be well on your way to developing a coaching culture within your team.
Training courses and other knowledge sources can certainly be used as a part of the learning and development mix. Indeed, they help to make coaching more efficient and often a more enriching experience because people are not just gaining knowledge from their coach but also other expert sources. But the bottom line is this. The most efficient and effective method of improving competence withing a team usually involved a high proportion of coaching because not only does this enable all three key components(Knowledge, skills, and application) to be addressed but it also helps to ensure the right learning takes place at the right time.
The barrier to coaching : -