Research Paper By Dorian L. Lennon
(Executive & Life Coach, JAMAICA)
This research examined the impact of coach training on a trainer’s design, facilitation and/or delivery of training. The idea came after the researcher (a seasoned trainer) experienced changes in her design, facilitation and delivery of training a few weeks after enrolling in the certified coach training programme offered by the International Coach Academy (ICA), Australia. The researcher wanted to find out whether other trainers/educators have experienced any of these changes.The criteria used for selecting persons were that: persons should be practicing trainers/teachers before they studied/practiced coaching. Six persons participated; 1 completed an emailed questionnaire, and the remaining 5 were interviewed by the researcher via Skype.All respondents agreed that there have been changes in their training design and delivery, and some felt that coaching can successfully complement training by increasing learning retention as well as the transfer of training on the job. Respondents also stated that the use of training in a coaching relationship, would require permission from the coachee. On the other hand, they agreed, that the use of coaching in training, does not require the participants permission. Rogers (2009) stated that training will always focus on the task, skill or job to be learned, [while] coaching takes a step beyond this, and becomes a powerful complement to training. He also mentioned that research has shown that the retention rate as a result of training lies at about 20%… [and] if followed by coaching, the retention rate increases dramatically to over 80%. (Rogers, 2009). This suggests to the researcher that trainers need to move to becoming skilled in coaching to improve trainees’ retention rate and transfer of learning to the job.This research will add to the knowledge already in cyberspace about coaching and its impact on training and vice versa.