The document discusses the coach's role in facilitating case manager learning. It contrasts just-in-time learning and pull learning with just-in-case and push learning. The coach should help case managers become self-directed learners by connecting them to technical experts across teams to expand their learning network and find work that challenges them.
Limit the amount of information presented to the trainee – case based learning provides context / relevance & requires the learner to ‘pull the learning’ to meet the challenges on the claim Pull learning just-in-time assists the trainee to become a self-directed learner
‘ Coaching’ is not about you doing something to the trainee to make them learn
As a ‘coach’, think less about coaching and more about creating learning opportunities for the trainee – “facilitator” is perhaps a better term to describe your role
Today is the first of what I’d like to think is a series of coaching workshops A forum for discussing coaching from all angles, an opportunity to share ideas, problem solve Session has some structure to facilitate discussion Today is really just a look at a series of principles to consider as you go about facilitating your trainee’s Key concept = what’s the difference between ‘coaching’ / ‘teaching’ and ‘learning’ – does coaching necessarily lead to learning? How do we ‘coach’ for critical / strategic thinking vs reactive mechanical processing
Create ‘coaching’ options within & broadly across teams Assist the trainee to establish their own learning network
Create ‘coaching’ options within & broadly across teams Assist the trainee to establish their own learning network