ABSTRACT

The coaching method demonstrated in the Sections 26 and 27 involved three key ingredients:

Having the learner-manager try out methods of addressing the difficulty, before and after offering them a different way, and getting some feedback from the person or situation being addressed. This is learning by practice, sometimes referred to as ‘discovery’ learning. 1

Offering a different way. This is learning by demonstration or modelling, a form of ‘social learning’, and can open up learners to new possibilities, even if they do not replicate the demonstrated model in full. Note the extent to which this part of the book has tried to give examples or models at different stages of the management development process as these were discussed.

Encouraging the learners to reflect on what they are intending, have discovered or have seen modelled. Regarding their intentions, reflection time gives them the chance to scan their store of previous experience to find what they have available which best fits the situation. Reflecting on what they have discovered or seen modelled helps them to make sense of it and store anything that interests them for use in the future.

These ingredients form part of the CCL model of skill learning (see Figure 29.1).