The Progress Coaching Blog

    Managing Your Coaching Time

    June 7, 2013 Posted by : Tim Hagen

    describe the image  

    Nobody wants to sit through training sessions and listen to someone dragging out a lesson. They want the session to be short and engaging. While coaching should be continuous, the actual training sessions should be given in short bursts.  Research shows that adults learn best independently and when the material comes in quick segments that do not take up much of their time.  Not only should coaching sessions with employees be short, but training seminars should also be kept between two to four hours. Furthermore, at these seminars, it is important to keep participants active and engage so that their attention is not lost.

      Managers can keep coaching short and engaged by using the thirty-second coaching method for training reinforcement. It is a direct, high-energy approach to building and sustaining change, and it is given in short, thirty-second bursts. Make sure to be specific to an employees needs and give positive feedback. Throughout the week, any other training sessions should only combine for two to three hours of any salespersons workday. This includes any self-directed learning, group coaching sessions or peer-to-peer meetings. Have employees write down what they accomplished during each segment. This will help reinforce their training, and it will give you an idea of how well performance is enhancing.

    Check out this FREE Whitepaper on why you should start a coaching program in your company.

    Download White paper:  Why You Need to Start a Sales Coaching Program

    Direct Coaching. . . What Is It And How Does It Work?
    Rating Questions. . . A Phenomenal Coaching Tool

    About Author

    Tim Hagen
    Tim Hagen

    Tim Hagen founded Progress Coaching, a Training Reinforcement Partner Company, in 1997. His entrepreneurial career began in college leading to positions in sales, sales management, and sales training for small and large corporations, and eventually ownership of several training companies. Tim is often a keynote speaker at companies teaching the value of coaching and conversations in the workplace. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges specific to workplace performance. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.

    Related Posts
    Challenging the Training Status Quo: Insightful Coaching for Authentic Empowerment
    Overcoming Resistance to Change in the Workplace: Debating AI's Role in Professional Development
    The Future of Leadership: Balancing AI Coaching Tools with the Human Touch

    Leave a Reply