Aim : To convince you that coaching as a vehicle for the transfer of learning acquired through training, increases the potential to achieve Return on Learning investment.

1. COACHING + TRAINING
= better return on
learning

2. Newly acquired competence is
• viable for the company
• relevant to the job
• personally meaningful
Transfer of learning to the workplace is facilitated
ROLI is higher when …
An immediate need for implementation of the new learning:
work-based assignment or project
Newly trained individual feels empowered to try out new learning

3. Aim of sharing my learning
To convince you that coaching
as a vehicle for the transfer of learning
acquired through training, increases the
potential to achieve Return on Learning
investment

4. 2 Successful Case Studies
What is Roli ?

5. How I came to my belief
Experience in Training field
• Short term gains
• Focused on satisfaction of learner
• No support for implementation
• Content not viable or relevant
Current economic recession calls for a different request re
learning approaches
• Economic sense
• Focus is on accreditation
• Return on Investment

6. Coaching and mentoring under pressure to prove its
contribution in measurable terms
Lets generate few metrics for C/M
• Group exercise
• Conclusion
• Personal view on coaching metrics
• It has to tie up with outcomes reached
• It should be measurable (qualitatively or quantitatively)
The importance of metrics

7. Case Study
 Project purpose
 Metrics
 Process
 How was training plus coaching applied?
 Results focus - Balanced scorecard
Time saving
Cost saving
Improved relationships
Medium to long term business created due to
improved market-image and customer-feedback
Case Study

8. Balanced scorecard

9. To offer technical services/total
engineering solutions to manufacturing
industries

10. To develop a culture which fosters
achievement and support

11. Customer-Orientation

12. Case Study
• AFPM plus coaching
– project TalentGro
• Context
• Aims
• Process
• Results
- Coachees/Learners
- Line managers
- Overall objectives
• Personal Learning: Process/Support/Visibility

13. Qualitative feedback
Coachees
• Ability to influence
• Personal conviction
• Skill of reflection
• Improved relationships
• More than a job
Managers
• Take more responsibility
• More action-orientation
• Better problem solving
• Better relationships
• Adding value to business

14. Metrics used to determine ROLI
Shorter meetings
Less rework
Improved relationships
More confident and influential
Sasol-specific project competence

15. Closure conversation with coachee
Coaching relationship between
coach and coachee?
How will the coachee ensure
sustainability (on-going learning) ?
Did the coachee take responsibility
for the coaching experience?
Was the coachee open for this
Coaching experience?
Was the coachee ready for this
coaching experience?

16. Line manager - QUESTIONNAIRE
Do you believe that coaching adds
value in a project execution
environment?
Was there any noticeable change in
behaviour (performance) after the
coaching experience?
Was there improvement in application
of the AFPM outcomes after the
coachee attended the course?
Was Coaching explained and
understood?

17. • Process is key
• Line awareness
• Visibility
• Communication
• Celebration
Personal learning