Mining Industry Skills Centre Inc.

Supervisor Framework, Guidelines and Tools for Effective Supervisor Development

Contents

  1. 1.0 Supervisor Framework
  2. 2.0 Pilot
  3. 3.0 Framework Structure
  4. 4.0 Framework Structure Part A - Recruitment
  5. 5.0 Framework Structure: Part B - Training
  6. 6.0 Framework Structure: Part C - Workplace Coaching
  7. 7.0 Appendices

6.0 Framework Structure: Part C - Workplace Coaching

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Document 7: Benefits and Components for Success

It is important to highlight the benefits of a successful coaching program, not only for the trainee but also the organisation. Critical components of success, what is to be included, and the relevance of an orientation program all align to create a successful coaching program.

 

The document identifies some of the areas to consider before embarking on such a program and also the types of training coaches may need.

 

Why Coaching for Supervisor Development?

  • Successful leadership requires constant change and progressive learning practices
  • Coaching offers business an effective way of assisting employees to acquire the knowledge and skills to operate efficiently within a changing environment

 

Benefits to
Trainee

 

  • Increased professional skills, knowledge and self confidence
  • Improved understanding to their roles in the organisation
  • Insights into the culture and unwritten rules of the organisation
  • Provides a supportive environment in which successes and failures can be evaluated in a non confrontational manner
  • Empowerment
  • Encourages different perspectives and attitudes to one's work
  • Develops a greater appreciation of the complexities of decision making within the workplace

Benefits to the
Organisation

 

  • Improved production due to more informed and skilled staff
  • Higher employee retention
  • Support networks for employees in times of organisational change
  • Manages with enhanced people management skills
  • Promotes the concept of a learning environment where employees are encouraged to be developed

Critical components for success

 

  • Who is the target audience?
  • Documenting the expected outcome
  • Sourcing the most suitable coach - personality types
  • Management of the coaching process
  • Commitment to the coaching agreement
  • Level of involvement must be established and understood
  • Maintaining motivation
  • Ensure that the coach remains actively committed
  • Encourage trainees to consider different perspectives
  • Establish a trouble shooting process for :
    • managing grievances
    • re-matching
    • interpersonal problem solving
    • premature termination of the coaching relationship
  • Formal closure steps that include clear procedures for exiting the program
  • Formal agreement with structured meeting times
  • Recognised as a duty in an individual job role

Inclusions in a training program for coaches

 

  • Skilled and experienced trainers
  • Cultural and social sensitivity, and acceptance of individual differences
  • Guidelines on how to get the most out of the coaching relationship
  • Crisis management and problem solving
  • Communication skills
  • Referral points for other support services
  • Ongoing skills development as appropriate
  • How to identify and set realistic goals
  • How to set strategies and keep your trainee on track
  • How to communicate and listen as a coach
  • How to go the extra mile to help your trainee achieve success
  • Identifying and designing their own goals and strategies
  • The first meeting and how to manage it
  • Setting goals and strategies
  • Troubleshooting
  • Completion of coaching

Orientation Program

 

  • An overview of the why of the program
  • Clarification of roles and responsibilities
  • Confidentiality and liability information
  • Do's and Don'ts of relationship management
  • Boundaries and limitations for the coach's contact with the trainee
  • Identification of the benefits and recognition available to coaches from involvement in the program

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