On-the Job Coaching Award 2010
NZATD Education Trust has introduced this award to raise the profile, recognise and reward the pool of people in the workplace that are involved in both informal and formal workplace learning and assessment.
These people may have roles such as an on-job coach, on-job trainer, workplace assessor, supervisor or line manager. They play a critical role in the upskilling of the New Zealand workforce, with a subsequent increase in productivity for their organisation and collectively the productivity of New Zealand.
Those eligible for this award are NOT full time training professionals.
Rather they are people who have other operational or managerial roles but nevertheless spend a significant part of their time actively supporting others who are learning as they work.
Overview of Judges
The judges were excited by the introduction of this new award. Although it is known that people often learn far more on-the-job than in formal training, there has been little to acknowledge the coaches and workplace assessors who support them. It was great seeing that effective workplace coaching is occurring and that organisations truly value those who provide specific coaching within the working environment.
The entries in the category showed that on-the-job coaching is firmly established in New Zealand and through the support of industry training organisations, we have an increasing pool of talented people who are able to foster learning within their own workplace environment. It is heartening to see that there are on-job coaches out there who have the genuine respect of their peers and employers and can demonstrate their contribution to organisational outcomes in a way that spills over into increased company performance.
Feedback for Overall Winner Jean-Pierre Dignon
” The judges commented that you demonstrated a structured approach to coaching, with a training and coaching programme in place that adds considerably to the effectiveness of the organisation. There is a clear fit between the work that you do and the NZQA framework in place, with a clear link to your organisation’s outcomes.You provided ample evidence of structured training/coaching processes and evidence of how progress is recorded. You also demonstrated the use of follow-up support. To further improve the coaching process, a second step would add value to the sound process already established where each trainee has a simple written action plan, developed with them explicitly. This would show the steps to be taken until assessment and include scheduled meetings for the learner to check in with you as their trainer/coach.Trainee feedback indicates that you are an accessible trainer/coach with strong listening skills and commitment to support. Trainees report the difference in their confidence and as a strong team, how they have now become more professional and improved security officers because of your coaching and training, helping them in their everyday duties. Your referees were also enthusiastic about your skills and felt that the coaching you provide is directly responsible for fostering confidence and encouraging initiative, resulting in less need for hand-on supervision.Praise for the performance of the company’s staff has increased and complaints about the quality of work have also dropped significantly. You were able to demonstrate that the work you do has had a significant part to play in achieving this. It was also heartening to see that this was linked to the ability of your company to start attracting more and larger contracts and that your company acknowledges your contribution to this. Many workplace coaches struggle to get this link between their coaching and organisational performance fully recognised so this is a significant achievement.Your value to your co-workers and your organisation as a whole was clearly established which is why the judges feel that you are a worthy winner in this category.They wish you all the best for the future. “