ABSTRACT

Competencies are basically skill sets. The late Don Binsted was a much-respected authority on the design of management learning. This chapter considers the Continuous Cycle Learning (CCL) model of skill development, based on Binsted's work. The key to successful learning is that all three ingredients – practice/feedback, alternative modelling by another person and opportunities for reflection – should be incorporated into the learning event. The chapter suggests the coaching process forms a sandwich around the real-life learning event. It demonstrates the use of the briefing and reviewing agendas to develop interpersonal competencies. CCL is a very powerful learning design model. Notwithstanding that it is rooted in sound psychology, its application to individual manager development, the development of line manager coaching skills and training in interpersonal skills was in the hands of a dedicated team of HR managers.