SlideShare a Scribd company logo
1 of 15
Download to read offline
Facilitation and Coaching Competency: Training Executive         Carsem Malaysia Sdn Bhd



Facilitation and Coaching Competency: Training Executive

Expanded Competency Checklist for Facilitator and Coach



       Role: Facilitator
Advanced Competency 1: Plans Team or Training Meetings
Using an Agenda
The facilitator plans a team or training meeting using an agenda that contains objectives and
content items for discussion and resolution by the group. The agenda is a collaborative
product and distributed to all participants prior to the meeting.

   Results or Output
Collaborative agenda

   Supporting Knowledge
   *    Understands collaborative agenda-setting techniques
   *    Is aware of what can be accomplished during a given meeting
   *    Understands additional planning steps needed for a specific meeting

   Supporting Skills
   *    Solicits agenda items from participants
   *    Ties agenda items to a business need
   *    Contacts participants from prior meetings to obtain updated information and
        completed assignments
   *    Circulates the agenda prior to the meeting

   Supporting Attitudes
   *    Is willing to share decision making
   *    Is thorough and persistent




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 1
Facilitation and Coaching Competency: Training Executive           Carsem Malaysia Sdn Bhd


   Role: Facilitator
Advanced Competency 2: Sets a Productive Climate and Begins a
Discussion
The facilitator uses a variety of techniques to set a productive climate for the group and
begins a discussion appropriately.

   Results or Output
Participants are ready to begin a discussion, collaboratively set ground rules

   Supporting Knowledge
   *    Is aware of the needs and interests of group members
   *    Understands climate-setting activities that would lead this group toward beginning a
        discussion
   *    Understands how to use questions to begin a discussion
   *    Understands awkwardness of the group during the “forming” stage1

   Supporting Skills
   *    Sets a productive climate through room set-up
   *    Collaboratively sets ground rules
   *    Places new group members at ease through an appropriate introduction that
        acknowledges expertise
   *    Begins a meeting with an appropriate introduction of a new topic or an update on a
        continuing matter
   *    Asks appropriate questions to initiate the discussion

   Supporting Attitudes
   *    Is interested in placing participants at ease
   *    Fosters cooperation
   *    Is willing to enforce ground rules
   *    Is willing to share decision making




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 2
Facilitation and Coaching Competency: Training Executive             Carsem Malaysia Sdn Bhd



       Role: Facilitator
Advanced Competency 3: Gets the Group to Focus on Defining and
Reaching Outcomes
The facilitator uses a variety of activities to define outcomes or objectives for the project or
a specific meeting. The facilitator encourages team members to create a plan to reach the
outcomes.

   Results or Output
Defined outcomes, plan to reach outcomes, variety of processes to reach outcomes

   Supporting Knowledge
   *    Is aware of a variety of techniques to help groups to be productive
   *    Understands group dynamics at the storming, norming, and performing stages of
        team development2
   *    Understands factors that foster appropriate decision making

   Supporting Skills
   *    Charts suggestions and ideas from the group
   *    Asks questions to bring clarity or develop a topic
   *    Uses brainstorming and other idea-development techniques to keep the group
        thinking divergently
   *    Organizes information from the group into a plan
   *    Helps the group to summarize and reach a decision by consensus where appropriate
   *    Uses time efficiently to help groups summarize
   *    Keeps the group on track and bars irrelevant diversions
   *    Helps the group through storming and norming phases of group development to
        reach the performing and productive stages

   Supporting Attitudes
   *    Is willing to let the group arrive at a plan of their creation
   *    Is willing to facilitate, rather than direct




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 3
Facilitation and Coaching Competency: Training Executive        Carsem Malaysia Sdn Bhd



       Role: Facilitator
Advanced Competency 4: Helps Group Communicate Effectively
The facilitator encourages all group members to participate and understand one another’s
points of view.

   Results or Output
Effective group communication, group harmony, open and civil disagreement

   Supporting Knowledge
   *   Is aware of group dynamics
   *   Understands paraphrase, active listening, and question techniques

   Supporting Skills
   *   Initiates, proposes, and makes suggestions that bring clarity to the communication
   *   Uses paraphrase and questions to clarify meaning
   *   Accurately records group member ideas
   *   Encourages divergent thinking and uses a variety of idea-generation techniques
   *   Organizes information
   *   Encourages diverse opinions and facts from reluctant participants
   *   Keeps the conversation civil, even with disagreement
   *   Acknowledges all points of view

   Supporting Attitudes
   *   Encourages original and diverse thinking
   *   Is willing to let others speak and clarify meaning
   *   Is willing to challenge irrelevant or hostile comments




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 4
Facilitation and Coaching Competency: Training Executive          Carsem Malaysia Sdn Bhd



       Role: Facilitator

       Role: Facilitator
Advanced Competency 5: Encourages Creative Problem Solving, Including
Brainstorming
The facilitator helps the group to engage in creative-problem-solving techniques, including
brainstorming.

   Results or Output
List of brainstormed options, variety of problem-solving techniques, solved problems

   Supporting Knowledge
   *   Understands brainstorming rules
   *   Understands creative and linear problem solving
   *   Is aware of when to use specific creative-problem-solving techniques
   *   Recognizes that every issue is not a problem

   Supporting Skills
   *   Conducts brainstorming sessions
   *   Helps participants identify problems
   *   Uses a variety of creative techniques to help participants to identify solutions
   *   Keeps the problem solving divergent until enough ideas are generated
   *   Assists participants in reaching a decision

   Supporting Attitudes
   *   Is willing to allow a creative process the time to generate ideas
   *   Is willing to enforce brainstorming rules




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 5
Facilitation and Coaching Competency: Training Executive           Carsem Malaysia Sdn Bhd


   Role: Facilitator
Advanced Competency 6: Supports and Encourages Participation
The facilitator uses a variety of techniques to support and encourage participation by all
group members. Reluctant participants are drawn out using non-defensive techniques

   Results or Output
Complete, non-defensive group participation

   Supporting Knowledge
   *    Understands group dynamics
   *    Understands questioning and listening techniques
   *    Understands the risk factors for group members to participate

   Supporting Skills
   *    Asks appropriate questions
   *    Initiates, proposes, and makes suggestions
   *    Divides participants into subgroups to increase participation
   *    Encourages diverse opinions and facts from reluctant participants
   *    Organizes a sequence of speakers
   *    Charts group ideas
   *    Draws out quiet participants in a non-defensive manner

   Supporting Attitudes
   *    Is sensitive to the preferences of some group members to listen, rather than
        participate through discussion
   *    Is willing to use low-risk activities that encourage participation




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 6
Facilitation and Coaching Competency: Training Executive           Carsem Malaysia Sdn Bhd


   Role: Facilitator
Advanced Competency 7: Fosters Self-Discovery of Alternatives and
Solutions
The facilitator uses questions and other techniques to help participants to create alternatives,
suggestions, and solutions.

   Results or Output
Participants find alternatives and solutions, inventories

   Supporting Knowledge
   *    Is aware of a variety of techniques that lead participants to discover alternatives
   *    Understands group dynamics

   Supporting Skills
   *    Uses questioning appropriately
   *    Uses brainstorming and other creative-problem-solving methods
   *    Assigns specific tasks to subgroups to foster self-discovery
   *    Uses inventories and questionnaires as a means of fostering self-
        discovery of alternatives
   *    Uses convergent techniques to help participants to decide on a solution

   Supporting Attitudes
   *    Encourages the group’s knowledge, skills, and talents to lead the group, rather than
        controlling the process
   *    Is willing to handle unexpected learning




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 7
Facilitation and Coaching Competency: Training Executive          Carsem Malaysia Sdn Bhd



       Role: Facilitator
Advanced Competency 8: Helps the Group Make Decisions
The facilitator helps the group reach a decision and gets the group to provide rationales for
its decisions. The facilitator uses decision by consensus when appropriate.

   Results or Output
Group reaches a decision based on its rationale, including by consensus when appropriate

   Supporting Knowledge
   *    Recognizes that consensus decision making is not appropriate for all decisions the
        group will make
   *    Understands how to help others evaluate points of view
   *    Understands why and how to influence others to change their minds
   *    Is aware of when to recommend a different type of decision-making technique
   *    Understands group dynamics and how to help a group to be productive

   Supporting Skills
   *    Helps the group summarize areas of agreement
   *    Uses questions to clarify points of difference
   *    Uses a variety of techniques to be sure all points of view are explained
   *    Asks questions to help build a consensus when appropriate
   *    Asks the group to provide a rationale for its decision

   Supporting Attitudes
   *    Is willing to invest the time required for consensus building
   *    Is willing to be indirect when appropriate




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 8
Facilitation and Coaching Competency: Training Executive           Carsem Malaysia Sdn Bhd



       Role: Facilitator
Advanced Competency 9: Selects a Team Leader
The facilitator helps the group to select an appropriate and skilled team leader.

   Results or Output
Team leader

   Supporting Knowledge
   *    Understands group dynamics and the stages of team development
   *    Understands team leadership selection criteria

   Supporting Skills
   *    Solicits group input for leadership criteria
   *    Asks questions to help the group evaluate team leader candidates
   *    Collaboratively helps group to choose a team leader

   Supporting Attitudes
   *    Is willing to allow the group to choose its own leader




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 9
Facilitation and Coaching Competency: Training Executive           Carsem Malaysia Sdn Bhd



       Role: Facilitator
Advanced Competency 10: Handles Disruptive Participants Effectively
The facilitator uses four or more strategies to deal effectively with group members who act
inappropriately and disrupt the meeting.

   Results or Output
Behavioral change

   Supporting Knowledge
   *   Is aware of what causes disruptive behavior
   *   Understands the risk associated with various problem participant strategies

   Supporting Skills
   *   Identifies whether or not a problem is caused by the content or process of the
       meeting
   *   Anticipates disruptive group members by using prevention strategies, such as setting
       ground rules
   *   Ignores minor problem behaviors and takes corrective action when appropriate
   *   Uses interactive methods to redirect the focus of a disruptive participant
   *   Uses high-risk disciplinary strategies to correct disruptive behavior as a last resort
   *   Assesses the effectiveness of strategies

   Supporting Attitudes
   *   Is willing to confront disruptive behavior assertively
   *   Is unwilling to allow anyone to disrupt the learning of others
   *   Is unwilling to accept verbal or physical abuse from learners




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 10
Facilitation and Coaching Competency: Training Executive         Carsem Malaysia Sdn Bhd



       Role: Coach
Advanced Competency 1: Builds a Relationship
The coach establishes and builds a relationship with the learner or employee so that
suggestions and guidance are acted on.

   Results or Output
Participants willingly accepts coaching

   Supporting Knowledge
   *    Understands the difference between coaching and directing
   *    Understands how to build a relationship
   *    Is aware of factors that build trust

   Supporting Skills
   *    Establishes a relationship
   *    Builds trust
   *    Listens to the learner
   *    Asks questions
   *    States support in a positive manner
   *    Makes and keeps commitments

   Supporting Attitudes
   *    Is patient
   *    Is willing to establish an ongoing relationship




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 11
Facilitation and Coaching Competency: Training Executive        Carsem Malaysia Sdn Bhd



       Role: Coach
Advanced Competency 2: Provides Information
The coach shares information to influence the learner. If the learner has skill, often
identifying an issue or providing some information can assist the learner in moving forward
without being over-directed.

   Results or Output
Shared information

   Supporting Knowledge
   *   Understands how to offer information
   *   Is aware that some learners do not like being over-directed

   Supporting Skills
   *   Provides information that is useful and well-timed
   *   Shares information that is specific to an issue
   *   Helps learner brainstorm information and approaches
   *   Breaks down expertise and complex information so it is usable to a new performer
   *   Provides timely suggestions
   *   Avoids guiding and directing by asking appropriate questions
   *   Allows learner to partner in learning by seeking information

   Supporting Attitudes
   *   Is willing to limit information to a specific issue
   *   Is helpful




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 12
Facilitation and Coaching Competency: Training Executive          Carsem Malaysia Sdn Bhd



       Role: Coach
Advanced Competency 3: Facilitates Development
The coach makes observations, offers suggestions, provides resources, and encourages the
learner to develop specific skills. The coach partners with the learner through questions and
self-discovery techniques.

   Results or Output
Participant develops skills through self-discovery

   Supporting Knowledge
   *    Is aware of adult learning model
   *    Understands when to offer suggestions or provide information rather than
        demonstrate or train
   *    Understands how to partner with the learner to promote self-discovery

   Supporting Skills
   *    Offers suggestions that are appropriate and timely without intruding
   *    Provides appropriate and accessible resources for self-discovery and independent
        learning
   *    Asks questions rather than provides answers
   *    Encourages learner to develop a plan and set deadlines

   Supporting Attitudes
   *    Is helpful
   *    Encourages others
   *    Is interested in self-discovery by the learner




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 13
Facilitation and Coaching Competency: Training Executive            Carsem Malaysia Sdn Bhd



       Role: Coach
Advanced Competency 4: Confronts When Necessary
The coach recognizes when the learner is procrastinating or delaying necessary steps to
complete a process or move forward in a project. The coach confronts the learner with
factual observations, asks questions, and makes recommendations and suggestions. He or
she encourages the learner to remove or overcome obstacles.

   Results or Output
Participant overcomes inaction; coach suggests how the learner can remove obstacles

   Supporting Knowledge
   *   Is aware of when confrontation would be helpful
   *   Understands the obstacles that inhibit movement or development

   Supporting Skills
   *   Makes observations
   *   Asks questions
   *   Provides specific and narrow suggestions and recommendations
   *   Encourages learners to identify and remove obstacles for themselves
   *   Links rewards to progress and positive behavior

   Supporting Attitudes
   *   Is willing to confront a learner to bring about development
   *   Is willing to let the learner struggle to remove obstacles
   *   Is patient




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 14
Facilitation and Coaching Competency: Training Executive         Carsem Malaysia Sdn Bhd


   Role: Coach
Advanced Competency 5: Deals with Change
The coach provides encouragement to the learner to take necessary risks, offers suggestions
and recommendations to more forward. The coach identifies how to help the learner attain
comfort with doing something differently once changes have occurred.

   Results or Output
Change effected successfully

   Supporting Knowledge
   *   Understands the stages of change a learner goes through when faced with a situation
       that requires a change
   *   Understands the difference between successful change (the change occurs) and
       effective change (the change occurs willingly)
   *   Understands the impact on self-esteem from change
   *   Understands how to help a learner move forward and become more comfortable
       with changes

   Supporting Skills
   *   Helps learners analyze a situation that requires change
   *   Offers suggestions to deal with the discomfort that accompanies change
   *   Helps learners identify benefits of making changes happen
   *   Encourages the learner to practice doing something differently to reinforce changed
       behavior

   Supporting Attitudes
   *   Is willing to make changes in oneself
   *   Shows empathy




The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com                   Page 15

More Related Content

What's hot (13)

Assessment of team projects in mba courses
Assessment of team projects in mba coursesAssessment of team projects in mba courses
Assessment of team projects in mba courses
 
Facilitator role in FFS By Allah Dad Khan
Facilitator  role in FFS  By Allah Dad Khan Facilitator  role in FFS  By Allah Dad Khan
Facilitator role in FFS By Allah Dad Khan
 
Facilitation and Meeting Skills
Facilitation and Meeting SkillsFacilitation and Meeting Skills
Facilitation and Meeting Skills
 
Facilitation skills training
Facilitation skills trainingFacilitation skills training
Facilitation skills training
 
Facilitator Training Program
Facilitator Training ProgramFacilitator Training Program
Facilitator Training Program
 
Work shop 1
Work shop 1Work shop 1
Work shop 1
 
Workshop method
Workshop method Workshop method
Workshop method
 
Facilitator Skills - Guide
Facilitator Skills - GuideFacilitator Skills - Guide
Facilitator Skills - Guide
 
C&M day1
C&M day1C&M day1
C&M day1
 
Values@Workplace
Values@WorkplaceValues@Workplace
Values@Workplace
 
Facilitation strategies
Facilitation strategiesFacilitation strategies
Facilitation strategies
 
360 Degree Evaluation Form FINAL
360 Degree Evaluation Form FINAL360 Degree Evaluation Form FINAL
360 Degree Evaluation Form FINAL
 
CHC Mentoring Training
CHC Mentoring TrainingCHC Mentoring Training
CHC Mentoring Training
 

Viewers also liked (8)

New asia manager phase 3 participants day one ver 5
New asia manager phase 3 participants   day one ver 5New asia manager phase 3 participants   day one ver 5
New asia manager phase 3 participants day one ver 5
 
ama summary
ama summaryama summary
ama summary
 
2010 Caudill Nominees
2010 Caudill Nominees2010 Caudill Nominees
2010 Caudill Nominees
 
Team Dynamics Marketing Department 06
Team Dynamics Marketing Department 06Team Dynamics Marketing Department 06
Team Dynamics Marketing Department 06
 
Miss HIV
Miss HIVMiss HIV
Miss HIV
 
Drp%20 detox%20booklet
Drp%20 detox%20bookletDrp%20 detox%20booklet
Drp%20 detox%20booklet
 
10th ____ en
10th   ____ en10th   ____ en
10th ____ en
 
Advocancy and Inquiry
Advocancy and InquiryAdvocancy and Inquiry
Advocancy and Inquiry
 

Similar to Trg Exe Faciliation And Coaching Expanded Competency

Instructional Approaches.pptx
Instructional Approaches.pptxInstructional Approaches.pptx
Instructional Approaches.pptxPreeti Bhaskar
 
Instructional approaches
Instructional approachesInstructional approaches
Instructional approachesPreeti Bhaskar
 
Facilitating partnerships and institutional engagements in the ACGG project: ...
Facilitating partnerships and institutional engagements in the ACGG project: ...Facilitating partnerships and institutional engagements in the ACGG project: ...
Facilitating partnerships and institutional engagements in the ACGG project: ...ILRI
 
Facilitation skills, making things easier
Facilitation skills, making things easierFacilitation skills, making things easier
Facilitation skills, making things easierOmar Sultan
 
Facilitation and facilitator
Facilitation and facilitatorFacilitation and facilitator
Facilitation and facilitatorMarius Ulozas
 
methods of teaching.pptx
methods of teaching.pptxmethods of teaching.pptx
methods of teaching.pptxsalman khan
 
Chap10: Problem Solving in Groups
Chap10: Problem Solving in GroupsChap10: Problem Solving in Groups
Chap10: Problem Solving in GroupsMiranda Emery
 
Final training strategies
Final training strategiesFinal training strategies
Final training strategiessantosh gupta
 
Certificate iv in training and assessment adelaide
Certificate iv in training and assessment adelaideCertificate iv in training and assessment adelaide
Certificate iv in training and assessment adelaidecertificatekie
 
Competencies required for being a Facilitator
Competencies required for being a FacilitatorCompetencies required for being a Facilitator
Competencies required for being a FacilitatorShyam Iyer
 
Decision makinging management
Decision makinging managementDecision makinging management
Decision makinging managementNITISH SADOTRA
 

Similar to Trg Exe Faciliation And Coaching Expanded Competency (20)

Instructional Approaches.pptx
Instructional Approaches.pptxInstructional Approaches.pptx
Instructional Approaches.pptx
 
Instructional approaches
Instructional approachesInstructional approaches
Instructional approaches
 
Team building
Team buildingTeam building
Team building
 
Report_Presenter 2.pptx
Report_Presenter 2.pptxReport_Presenter 2.pptx
Report_Presenter 2.pptx
 
Facilitating partnerships and institutional engagements in the ACGG project: ...
Facilitating partnerships and institutional engagements in the ACGG project: ...Facilitating partnerships and institutional engagements in the ACGG project: ...
Facilitating partnerships and institutional engagements in the ACGG project: ...
 
Leadership Competency Model for Supervisors and Managers
Leadership Competency Model for Supervisors and ManagersLeadership Competency Model for Supervisors and Managers
Leadership Competency Model for Supervisors and Managers
 
Facilitation skills, making things easier
Facilitation skills, making things easierFacilitation skills, making things easier
Facilitation skills, making things easier
 
Trg Exe Course Dev Expanded Competency
Trg Exe Course Dev Expanded CompetencyTrg Exe Course Dev Expanded Competency
Trg Exe Course Dev Expanded Competency
 
Facilitation and facilitator
Facilitation and facilitatorFacilitation and facilitator
Facilitation and facilitator
 
How to run effective meetings hu
How to run effective meetings huHow to run effective meetings hu
How to run effective meetings hu
 
Facilitation 101
Facilitation 101Facilitation 101
Facilitation 101
 
methods of teaching.pptx
methods of teaching.pptxmethods of teaching.pptx
methods of teaching.pptx
 
Chap10: Problem Solving in Groups
Chap10: Problem Solving in GroupsChap10: Problem Solving in Groups
Chap10: Problem Solving in Groups
 
CollabSkills.pptx
CollabSkills.pptxCollabSkills.pptx
CollabSkills.pptx
 
Training techniques
Training techniquesTraining techniques
Training techniques
 
Final training strategies
Final training strategiesFinal training strategies
Final training strategies
 
Certificate iv in training and assessment adelaide
Certificate iv in training and assessment adelaideCertificate iv in training and assessment adelaide
Certificate iv in training and assessment adelaide
 
Competencies required for being a Facilitator
Competencies required for being a FacilitatorCompetencies required for being a Facilitator
Competencies required for being a Facilitator
 
Zumeta: Mediators as facilitators
Zumeta: Mediators as facilitatorsZumeta: Mediators as facilitators
Zumeta: Mediators as facilitators
 
Decision makinging management
Decision makinging managementDecision makinging management
Decision makinging management
 

More from Laurence Yap M.A. (UM) CHRM

More from Laurence Yap M.A. (UM) CHRM (20)

Hybrid Work5.pptx
Hybrid Work5.pptxHybrid Work5.pptx
Hybrid Work5.pptx
 
FULL The Next Level of OD_v1 .pptx
FULL The Next Level of OD_v1 .pptxFULL The Next Level of OD_v1 .pptx
FULL The Next Level of OD_v1 .pptx
 
HRLC Guideline_v6. .pdf
HRLC Guideline_v6. .pdfHRLC Guideline_v6. .pdf
HRLC Guideline_v6. .pdf
 
Internet Information Research Skills
Internet Information                  Research Skills Internet Information                  Research Skills
Internet Information Research Skills
 
Magnesium_General_Simple_v1.pptx
Magnesium_General_Simple_v1.pptxMagnesium_General_Simple_v1.pptx
Magnesium_General_Simple_v1.pptx
 
Cancer Chinese & English.pdf
Cancer Chinese & English.pdfCancer Chinese & English.pdf
Cancer Chinese & English.pdf
 
OD_Strategy Review Meeting.pptx
OD_Strategy Review Meeting.pptxOD_Strategy Review Meeting.pptx
OD_Strategy Review Meeting.pptx
 
OD_Strategy Management HR_Day 2 2022.pptx
OD_Strategy Management HR_Day 2 2022.pptxOD_Strategy Management HR_Day 2 2022.pptx
OD_Strategy Management HR_Day 2 2022.pptx
 
OD_Strategy Management._Day 1 2022.pptx
OD_Strategy Management._Day 1 2022.pptxOD_Strategy Management._Day 1 2022.pptx
OD_Strategy Management._Day 1 2022.pptx
 
OD_Strategy Review Meeting.pptx
OD_Strategy Review Meeting.pptxOD_Strategy Review Meeting.pptx
OD_Strategy Review Meeting.pptx
 
Hybrid Work Model 2022
Hybrid Work Model 2022Hybrid Work Model 2022
Hybrid Work Model 2022
 
Positive leadership (Chinese)
Positive leadership (Chinese)Positive leadership (Chinese)
Positive leadership (Chinese)
 
Performance management beyond apprasai v3
Performance management  beyond apprasai v3Performance management  beyond apprasai v3
Performance management beyond apprasai v3
 
Problem solving skills
Problem solving skillsProblem solving skills
Problem solving skills
 
Facilitating meeting skills presentation tools
Facilitating meeting skills presentation toolsFacilitating meeting skills presentation tools
Facilitating meeting skills presentation tools
 
Diagnosing and changing organization culture
Diagnosing and changing organization cultureDiagnosing and changing organization culture
Diagnosing and changing organization culture
 
Freedom of Choice
Freedom of ChoiceFreedom of Choice
Freedom of Choice
 
Realize vol 4 no2. may'20
Realize vol 4 no2. may'20Realize vol 4 no2. may'20
Realize vol 4 no2. may'20
 
Team meeting4
Team meeting4Team meeting4
Team meeting4
 
Alkaline can destroy coronavirus
Alkaline can destroy coronavirusAlkaline can destroy coronavirus
Alkaline can destroy coronavirus
 

Recently uploaded

Fabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and FestivalsFabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and FestivalsWristbands Ireland
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access
 
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessAPCO
 
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 Building Your Personal Brand on LinkedIn - Expert Planet-  2024 Building Your Personal Brand on LinkedIn - Expert Planet-  2024
Building Your Personal Brand on LinkedIn - Expert Planet- 2024Stephan Koning
 
A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.mcshagufta46
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfHajeJanKamps
 
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfTalent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfCharles Cotter, PhD
 
Slicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup BerlinSlicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup BerlinAnton Skornyakov
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHelene Heckrotte
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examplesamberjiles31
 
Upgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsUpgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsIntellect Design Arena Ltd
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Reportamberjiles31
 
MC Heights construction company in Jhang
MC Heights construction company in JhangMC Heights construction company in Jhang
MC Heights construction company in Jhangmcgroupjeya
 
Plano de marketing- inglês em formato ppt
Plano de marketing- inglês  em formato pptPlano de marketing- inglês  em formato ppt
Plano de marketing- inglês em formato pptElizangelaSoaresdaCo
 
Entrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsEntrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsP&CO
 
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfChicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfSourav Sikder
 
Mihir Menda - Member of Supervisory Board at RMZ
Mihir Menda - Member of Supervisory Board at RMZMihir Menda - Member of Supervisory Board at RMZ
Mihir Menda - Member of Supervisory Board at RMZKanakChauhan5
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyHanna Klim
 

Recently uploaded (20)

Fabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and FestivalsFabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and Festivals
 
WAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdfWAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdf
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024
 
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
 
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 Building Your Personal Brand on LinkedIn - Expert Planet-  2024 Building Your Personal Brand on LinkedIn - Expert Planet-  2024
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 
A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
 
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfTalent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
 
Slicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup BerlinSlicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup Berlin
 
Investment Opportunity for Thailand's Automotive & EV Industries
Investment Opportunity for Thailand's Automotive & EV IndustriesInvestment Opportunity for Thailand's Automotive & EV Industries
Investment Opportunity for Thailand's Automotive & EV Industries
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examples
 
Upgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsUpgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking Applications
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Report
 
MC Heights construction company in Jhang
MC Heights construction company in JhangMC Heights construction company in Jhang
MC Heights construction company in Jhang
 
Plano de marketing- inglês em formato ppt
Plano de marketing- inglês  em formato pptPlano de marketing- inglês  em formato ppt
Plano de marketing- inglês em formato ppt
 
Entrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsEntrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizations
 
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfChicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
 
Mihir Menda - Member of Supervisory Board at RMZ
Mihir Menda - Member of Supervisory Board at RMZMihir Menda - Member of Supervisory Board at RMZ
Mihir Menda - Member of Supervisory Board at RMZ
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agency
 

Trg Exe Faciliation And Coaching Expanded Competency

  • 1. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Facilitation and Coaching Competency: Training Executive Expanded Competency Checklist for Facilitator and Coach Role: Facilitator Advanced Competency 1: Plans Team or Training Meetings Using an Agenda The facilitator plans a team or training meeting using an agenda that contains objectives and content items for discussion and resolution by the group. The agenda is a collaborative product and distributed to all participants prior to the meeting. Results or Output Collaborative agenda Supporting Knowledge * Understands collaborative agenda-setting techniques * Is aware of what can be accomplished during a given meeting * Understands additional planning steps needed for a specific meeting Supporting Skills * Solicits agenda items from participants * Ties agenda items to a business need * Contacts participants from prior meetings to obtain updated information and completed assignments * Circulates the agenda prior to the meeting Supporting Attitudes * Is willing to share decision making * Is thorough and persistent The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 1
  • 2. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Facilitator Advanced Competency 2: Sets a Productive Climate and Begins a Discussion The facilitator uses a variety of techniques to set a productive climate for the group and begins a discussion appropriately. Results or Output Participants are ready to begin a discussion, collaboratively set ground rules Supporting Knowledge * Is aware of the needs and interests of group members * Understands climate-setting activities that would lead this group toward beginning a discussion * Understands how to use questions to begin a discussion * Understands awkwardness of the group during the “forming” stage1 Supporting Skills * Sets a productive climate through room set-up * Collaboratively sets ground rules * Places new group members at ease through an appropriate introduction that acknowledges expertise * Begins a meeting with an appropriate introduction of a new topic or an update on a continuing matter * Asks appropriate questions to initiate the discussion Supporting Attitudes * Is interested in placing participants at ease * Fosters cooperation * Is willing to enforce ground rules * Is willing to share decision making The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 2
  • 3. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Facilitator Advanced Competency 3: Gets the Group to Focus on Defining and Reaching Outcomes The facilitator uses a variety of activities to define outcomes or objectives for the project or a specific meeting. The facilitator encourages team members to create a plan to reach the outcomes. Results or Output Defined outcomes, plan to reach outcomes, variety of processes to reach outcomes Supporting Knowledge * Is aware of a variety of techniques to help groups to be productive * Understands group dynamics at the storming, norming, and performing stages of team development2 * Understands factors that foster appropriate decision making Supporting Skills * Charts suggestions and ideas from the group * Asks questions to bring clarity or develop a topic * Uses brainstorming and other idea-development techniques to keep the group thinking divergently * Organizes information from the group into a plan * Helps the group to summarize and reach a decision by consensus where appropriate * Uses time efficiently to help groups summarize * Keeps the group on track and bars irrelevant diversions * Helps the group through storming and norming phases of group development to reach the performing and productive stages Supporting Attitudes * Is willing to let the group arrive at a plan of their creation * Is willing to facilitate, rather than direct The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 3
  • 4. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Facilitator Advanced Competency 4: Helps Group Communicate Effectively The facilitator encourages all group members to participate and understand one another’s points of view. Results or Output Effective group communication, group harmony, open and civil disagreement Supporting Knowledge * Is aware of group dynamics * Understands paraphrase, active listening, and question techniques Supporting Skills * Initiates, proposes, and makes suggestions that bring clarity to the communication * Uses paraphrase and questions to clarify meaning * Accurately records group member ideas * Encourages divergent thinking and uses a variety of idea-generation techniques * Organizes information * Encourages diverse opinions and facts from reluctant participants * Keeps the conversation civil, even with disagreement * Acknowledges all points of view Supporting Attitudes * Encourages original and diverse thinking * Is willing to let others speak and clarify meaning * Is willing to challenge irrelevant or hostile comments The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 4
  • 5. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Facilitator Role: Facilitator Advanced Competency 5: Encourages Creative Problem Solving, Including Brainstorming The facilitator helps the group to engage in creative-problem-solving techniques, including brainstorming. Results or Output List of brainstormed options, variety of problem-solving techniques, solved problems Supporting Knowledge * Understands brainstorming rules * Understands creative and linear problem solving * Is aware of when to use specific creative-problem-solving techniques * Recognizes that every issue is not a problem Supporting Skills * Conducts brainstorming sessions * Helps participants identify problems * Uses a variety of creative techniques to help participants to identify solutions * Keeps the problem solving divergent until enough ideas are generated * Assists participants in reaching a decision Supporting Attitudes * Is willing to allow a creative process the time to generate ideas * Is willing to enforce brainstorming rules The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 5
  • 6. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Facilitator Advanced Competency 6: Supports and Encourages Participation The facilitator uses a variety of techniques to support and encourage participation by all group members. Reluctant participants are drawn out using non-defensive techniques Results or Output Complete, non-defensive group participation Supporting Knowledge * Understands group dynamics * Understands questioning and listening techniques * Understands the risk factors for group members to participate Supporting Skills * Asks appropriate questions * Initiates, proposes, and makes suggestions * Divides participants into subgroups to increase participation * Encourages diverse opinions and facts from reluctant participants * Organizes a sequence of speakers * Charts group ideas * Draws out quiet participants in a non-defensive manner Supporting Attitudes * Is sensitive to the preferences of some group members to listen, rather than participate through discussion * Is willing to use low-risk activities that encourage participation The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 6
  • 7. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Facilitator Advanced Competency 7: Fosters Self-Discovery of Alternatives and Solutions The facilitator uses questions and other techniques to help participants to create alternatives, suggestions, and solutions. Results or Output Participants find alternatives and solutions, inventories Supporting Knowledge * Is aware of a variety of techniques that lead participants to discover alternatives * Understands group dynamics Supporting Skills * Uses questioning appropriately * Uses brainstorming and other creative-problem-solving methods * Assigns specific tasks to subgroups to foster self-discovery * Uses inventories and questionnaires as a means of fostering self- discovery of alternatives * Uses convergent techniques to help participants to decide on a solution Supporting Attitudes * Encourages the group’s knowledge, skills, and talents to lead the group, rather than controlling the process * Is willing to handle unexpected learning The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 7
  • 8. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Facilitator Advanced Competency 8: Helps the Group Make Decisions The facilitator helps the group reach a decision and gets the group to provide rationales for its decisions. The facilitator uses decision by consensus when appropriate. Results or Output Group reaches a decision based on its rationale, including by consensus when appropriate Supporting Knowledge * Recognizes that consensus decision making is not appropriate for all decisions the group will make * Understands how to help others evaluate points of view * Understands why and how to influence others to change their minds * Is aware of when to recommend a different type of decision-making technique * Understands group dynamics and how to help a group to be productive Supporting Skills * Helps the group summarize areas of agreement * Uses questions to clarify points of difference * Uses a variety of techniques to be sure all points of view are explained * Asks questions to help build a consensus when appropriate * Asks the group to provide a rationale for its decision Supporting Attitudes * Is willing to invest the time required for consensus building * Is willing to be indirect when appropriate The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 8
  • 9. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Facilitator Advanced Competency 9: Selects a Team Leader The facilitator helps the group to select an appropriate and skilled team leader. Results or Output Team leader Supporting Knowledge * Understands group dynamics and the stages of team development * Understands team leadership selection criteria Supporting Skills * Solicits group input for leadership criteria * Asks questions to help the group evaluate team leader candidates * Collaboratively helps group to choose a team leader Supporting Attitudes * Is willing to allow the group to choose its own leader The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 9
  • 10. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Facilitator Advanced Competency 10: Handles Disruptive Participants Effectively The facilitator uses four or more strategies to deal effectively with group members who act inappropriately and disrupt the meeting. Results or Output Behavioral change Supporting Knowledge * Is aware of what causes disruptive behavior * Understands the risk associated with various problem participant strategies Supporting Skills * Identifies whether or not a problem is caused by the content or process of the meeting * Anticipates disruptive group members by using prevention strategies, such as setting ground rules * Ignores minor problem behaviors and takes corrective action when appropriate * Uses interactive methods to redirect the focus of a disruptive participant * Uses high-risk disciplinary strategies to correct disruptive behavior as a last resort * Assesses the effectiveness of strategies Supporting Attitudes * Is willing to confront disruptive behavior assertively * Is unwilling to allow anyone to disrupt the learning of others * Is unwilling to accept verbal or physical abuse from learners The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 10
  • 11. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Coach Advanced Competency 1: Builds a Relationship The coach establishes and builds a relationship with the learner or employee so that suggestions and guidance are acted on. Results or Output Participants willingly accepts coaching Supporting Knowledge * Understands the difference between coaching and directing * Understands how to build a relationship * Is aware of factors that build trust Supporting Skills * Establishes a relationship * Builds trust * Listens to the learner * Asks questions * States support in a positive manner * Makes and keeps commitments Supporting Attitudes * Is patient * Is willing to establish an ongoing relationship The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 11
  • 12. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Coach Advanced Competency 2: Provides Information The coach shares information to influence the learner. If the learner has skill, often identifying an issue or providing some information can assist the learner in moving forward without being over-directed. Results or Output Shared information Supporting Knowledge * Understands how to offer information * Is aware that some learners do not like being over-directed Supporting Skills * Provides information that is useful and well-timed * Shares information that is specific to an issue * Helps learner brainstorm information and approaches * Breaks down expertise and complex information so it is usable to a new performer * Provides timely suggestions * Avoids guiding and directing by asking appropriate questions * Allows learner to partner in learning by seeking information Supporting Attitudes * Is willing to limit information to a specific issue * Is helpful The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 12
  • 13. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Coach Advanced Competency 3: Facilitates Development The coach makes observations, offers suggestions, provides resources, and encourages the learner to develop specific skills. The coach partners with the learner through questions and self-discovery techniques. Results or Output Participant develops skills through self-discovery Supporting Knowledge * Is aware of adult learning model * Understands when to offer suggestions or provide information rather than demonstrate or train * Understands how to partner with the learner to promote self-discovery Supporting Skills * Offers suggestions that are appropriate and timely without intruding * Provides appropriate and accessible resources for self-discovery and independent learning * Asks questions rather than provides answers * Encourages learner to develop a plan and set deadlines Supporting Attitudes * Is helpful * Encourages others * Is interested in self-discovery by the learner The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 13
  • 14. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Coach Advanced Competency 4: Confronts When Necessary The coach recognizes when the learner is procrastinating or delaying necessary steps to complete a process or move forward in a project. The coach confronts the learner with factual observations, asks questions, and makes recommendations and suggestions. He or she encourages the learner to remove or overcome obstacles. Results or Output Participant overcomes inaction; coach suggests how the learner can remove obstacles Supporting Knowledge * Is aware of when confrontation would be helpful * Understands the obstacles that inhibit movement or development Supporting Skills * Makes observations * Asks questions * Provides specific and narrow suggestions and recommendations * Encourages learners to identify and remove obstacles for themselves * Links rewards to progress and positive behavior Supporting Attitudes * Is willing to confront a learner to bring about development * Is willing to let the learner struggle to remove obstacles * Is patient The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 14
  • 15. Facilitation and Coaching Competency: Training Executive Carsem Malaysia Sdn Bhd Role: Coach Advanced Competency 5: Deals with Change The coach provides encouragement to the learner to take necessary risks, offers suggestions and recommendations to more forward. The coach identifies how to help the learner attain comfort with doing something differently once changes have occurred. Results or Output Change effected successfully Supporting Knowledge * Understands the stages of change a learner goes through when faced with a situation that requires a change * Understands the difference between successful change (the change occurs) and effective change (the change occurs willingly) * Understands the impact on self-esteem from change * Understands how to help a learner move forward and become more comfortable with changes Supporting Skills * Helps learners analyze a situation that requires change * Offers suggestions to deal with the discomfort that accompanies change * Helps learners identify benefits of making changes happen * Encourages the learner to practice doing something differently to reinforce changed behavior Supporting Attitudes * Is willing to make changes in oneself * Shows empathy The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 15