It reaches into very personal and delicate matters. In many cases, the superior has to play he role both of coach and counselor.
d. The new responses to be learnt should not be in conflict with old responses. If they do, the coaching should provide an opportunity for the olds responses to be unlearnt before the new responses are learnt
Coaching and development is an organized procedure for increasing the knowledge and skill for people for a definite purpose. The purpose of coaching is to achieve a change in the behavioral of those being coached.
aptitudes, skills and knowledge. It helps the newly recruited employees to be productive in minimum amount of time. Even for the experienced workers, it is necessary to refresh and enable them to keep up with new methods, techniques, new machines, and equipments for doing the work.
5. Evaluating the outcomes of coaching with a scientifically designed evaluation scheme. The evaluation programme should involve observation of trainee’s back on the job for some period of time after training and should also determine whether changes observed are attributable to coaching efforts.
In any coaching process, after a certain level of proficiency, a span of time arrives in which no improvement takes place in the trainee. This period is later on followed by the increase in skill if the he situation is handled intelligently. The period during which very little or no improvement takes places is known as ‘plateau’. The plateau in the coaching and learning curve can be eliminated by improved method of coaching and instructions.
This curve shows that when coaching is given to a trainee he first begins to lean a new style; he is likely to find himself unusually clumsy. During the early stage, the learners need the coaching’s encouragement. The duration of the first stage, will depend upon the complexity and newness of the skill being learnt. After this