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

Coaching Tip 6 - Use The Art of Challenge
By Pam Solberg-Tapper
In coaching, a challenge is a powerful request that asks the trainee to extend themselves beyond
their self-imposed limits. A challenge can shift the way the trainee sees and thinks of themselves for
years to come.
The elements of a challenge include a specific action and the date/time of completion.
Here are some examples of challenges:
For a trainee that is overwhelmed with demands: “I challenge you to say “no” to anything
that is not a priority this week.”
For a trainee that procrastinates: “I challenge you to finish your project by tomorrow
morning.”
For the trainee that isn’t satisfied with their physical well being: “Here’s my challenge –
sign up for the marathon instead of the 5K right now.”
For a trainee that wants to make one cold call a day to increase business: “I challenge you
to make fifty calls a day starting today.”
Trainees can respond with a yes, no or counter offer. Usually, in the face of a challenge, trainees
will respond with a counter offer that is greater than they initially would have allowed themselves to
make otherwise. Therefore the challenge served its purpose – to get your trainee out of the box and
change their way of thinking.
Coaching Tip 7 - Stimulate Self Coaching:
By Pam Solberg-Tapper on May 20, 2013
Many of my executive coaching trainees operate in an environment that is fast paced with multiple
priorities. The work is demanding and performance expectations are high. The questions below help
them take a few moments to slow down and focus on what they learned from a situation. As a
result, they can apply this learning to assist them in future scenarios.
Here are the “self coaching” action learning questions that I recommend:
1. What just happened?
2. What did I learn from this experience?
3. What would I do the same or differently next time?
4. How can I apply this insight to other situations?
Coaching Tip 8 - How to Set Clear Agreements
By Pam Solberg-Tapper
Many times my executive coaching trainees express frustration because others do not meet their
expectations. When you set clear agreements at the beginning of a project or new work relationship,
you can avoid pitfalls and misunderstandings. Here are some questions to help you set clear
agreements in an effective and collaborative “coach approach” manner.
What? – establish the course of action
What do we want to achieve?
What is the scope?
What are the expectations that I have of you and you have of me?
What does success look like and how will it be measured?
What is the current status?
What are the future steps?
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