Coaching is an activity that enables learning and development. It is very efficient when used as a support of training initiatives to ensure that the key skills are transferred to 'live' environment. But it doesn't mean that the coaches do the job, they are responsible for transferring the skills.

How does it work?

• Coaching should start prior to the training and should support candidates in identification of improvement activities.
• Coaching should occur during the training, candidates receive tutorials on selected processes. Coaching is most important during the breaks between the modules and once the training classes are over. It is also possible to apply skills coaching in Ĺliveĺ environments, on the factory floor, in shops or with a customer.
• Coaching can be done via the conference call but it is best when performed face to face. Experienced coach guides the trainee when applying the tools in real life. The coach corrects misinterpretations and motivates the trainee to keep on track toward the goal.
• Our coaches are very experienced and trainees get many to the point ideas in how to solve their problems.
• Coaching must be targeted, i.e. there must be a need for coaching and a topic. Participants must prepare for coaching, set agenda, agree on time plan and output. Without preparation, coaching becomes a waste of time for both coach and participants.

Why is it important?

• There are so many trainings delivered to employees that they start to be seen as "relax trips". Participantsĺ believe that their presence is all what it takes. The following day they don't remember what the training topic was, so we can hardly speak about any application of their knowledge. It is crucial to let the candidates know that the training is not only about their presence and that an output is required. There is a lot of work before, during and after the training. It is a task for the coach to activate the candidates and keep them motivated.
• Regular coaching means regular progress in project work. Learnt tools differ in difficulty. Some don't need any explanations and are quickly mastered. However, other tools need further practise than can be done during the training in the class. Coach does a good job here. He knows the tricky part of every tool and questions the understanding of participants.
• Improvement activities are not easy, they bring change and resistance. Coach encourages commitment to action.