ABSTRACT
Central to successful coaching and mentoring is the provision of role-related developmental assignments – particularly if the coach or mentor is also the manager/director/supervisor. Knowledge of their preferred method will enable the performer to plan their learning and development more precisely and effectively. A new behaviour can be practised in a simulated environment as a way of learning the behaviour sufficiently well to at least stand a chance of success in the real world. Visual or other illustrations can completely encapsulate every aspect of a new/improved behaviour or skill. Mnemonics are a useful prompt to the ingredients of understanding during the learning process. The coach then has a responsibility to tell the performer of his or her preferred training style – especially if the training input requested by the performer specifies another style. Highly logical, rational and sequential learners learn best by logically analysing on a rational step by step basis.
