How to Perform On-the-job Training - Dean Amory

Coaching Program Objective: The workshop participant will be able to coach an employee during
training. Success will be measured by management acceptance or approval of the OJT progress
review as signed by the coach. The review stipulates that the employee is ready for duty.
8.3 Unit Objectives:
At the conclusion of this workshop, the participants will be able to
Unit I
Self-assess their individual readiness for coaching as measured by completion of the
coaching readiness self-assessment and
Articulate the definition and characteristics of a coach as measured by the ability to name
three qualities of a “super” coach and three deficiencies of a “blooper” coach.
Unit II
Demonstrate an understanding of the coach/trainee relationship as measured by an ability to
discuss the “three Cs” (communication, collaboration, and commitment) that make up a
coaching relationship,
Demonstrate good communication skills (specifically good listening skills, good
questioning skills, and knowledge of appropriate feedback) as measured by (1) the
translation of closed-ended questions into open-ended ones and (2) completion of the
communication skills summary, and
Describe, in classroom participation, the role of coach, trainee, supervisor, and company.
Unit III
Demonstrate an understanding of how adults learn as measured by completion of the "Adult
Learners" activity,
Demonstrate an understanding of effective coaching as measured by completion of the
"Effective Coaching" activity,
Demonstrate, through classroom participation, an understanding of effective assessment in
the learning process, and
Demonstrate, through classroom participation, a familiarity with how to complete a
coaching checklist.
Unit IV
Unit V
Demonstrate the ability to prepare a training outline by completing all parts of the
"Preparing a Training Outline" activity.
Demonstrate skill in using the principles of adult learning in a class exercise through
participation in the "Practice Coaching" activity, and
Demonstrate coaching skills in classroom role playing to be measured by use of the
OJT observer form.
Unit VI
Evaluate the training through discussion during the review of the day and by completing the
coaching skills workshop evaluation.
Field tests and technical reviews show that participants are likely to ask questions that have no
clear-cut answers. For example, they may ask what to do about trainees who aren't really interest in
being trained. This question and others like it can't be given set answers because trainee selection
methods and other program details vary by organization. Time should be allowed during the
workshop to discuss these concerns, with due consideration of the context in which the coaching
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