Brilliant Leader: Overview of Coaching Cyle

The basic component and steps are

Tell
Show
Practice
Monitor and observe
Provide Constructive Feedback.

The coaching cycle starts with telling what needs to be done, how it need to be done and why it needs to be done. This is knowledge transfer and can also be accomplished by utilizing the other knowledge sources discussed.

Showing the individual how it should be done, in particularly relevant skills ( e.g preparing some database on computer) and is normally handled by the coach or an expert within the team although some demonstrations are also possible on training courses.

The next stage is for the individual to be provided with opportunity to practise, ideally lost of opportunity to practise. This practice to be monitored and observed by the coach and judgement need to be made as to the right time to make an intervention. The intervention requires the use of constructive feedback so that the individual learns from what they are doing right, what needs to be improved and how this needs to be improved.

As a result of the feedback intervention, the individual might need to be given additional knowledge, provide further demonstrations or most commonly, provided with additional opportunities to practice. The cycle then repeats itself until the person reaches a competency level. i.e some where close to level 3 competency. ) Where they can be allowed to practice independently. Once this level has been attained, the coach is able to adopt a supporting role by helping the individual when they encounter problems of unsafeness or complexity previously not experienced.

Suggestions on Feedback Discussion :
If a feedback discussion is going to be significant, perhaps covering a substantial piece of work, you should try using the AIDA Model to give your discussion structure.

A: Actions : What did you do ?
I : Impact : What happened as a result of those actions ?
D : Desired Outcome : How does that compare to what was supposed to happen
A : Actions : What do you need to do differently ?

Apart from helping to give some structure to feedback discussion, it also encourage most of the information to come from the person being coached. Your role as a coach is to facilitate the discussion and fill in the gaps when the trainee is not able to come up with their own answers or solutions.