Reference no: EM133025340

SITXHRM001 Coach others in job skills

The purpose of this assessment is to assess you underpinning knowledge to complete the tasks outlined in the elements and performance criteria for this unit of competency and relating to the following aspects:

• communication techniques suitable to a workplace training context
• objectives and scope of the coaching
• factors which impact need for coaching:
o direction from colleagues
o own observation and workplace experience o request for coaching from colleagues to be coached
key principles of training:
o explanation
o demonstration
o review
o listening to trainee explanation
o observing and evaluating trainee demonstration
o providing feedback
• legislative work health and safety and hygiene requirements possible causes of performance problems or difficulties:
o breakdown in communication
o inappropriate circumstances for coaching
o insufficient opportunity to practice
o language or cultural barriers
o shyness or lack of confidence

Assessment: Questioning

1. When conducting a coaching session with a colleague, what are the 3 points that it will normally involve?

2. What are 5 reasons why coaching may be deemed as necessary?

3. What are the factors which influence whether or not a coaching session is necessary?

Q4. The coaching plan should take a number of factors into consideration when being created. Name 5 of them:

Q5. What is the overall purpose of coaching? Mention 3 and explain:

Q6. There are certain things to remember when preparing staff for coaching. Name the 3 and explain briefly:

7) Every task coached should be explained and demonstrated in a clear short and simple manner.
Write what is meant by ‘explain' and ‘demonstrate':
Explain

8) When observing a colleague practicing or attempting their new found skills, what 6 guidelines apply?

9) Underpinning knowledge refers to.........?

10) When checking for understanding during a coaching session there may be reasons why a person has not received a message you have sent. What might they be?

11) Open questions always start with

12) Explain what is meant by verbal and non-verbal communication when coaching another staff member:

13) Explain the 5 steps that monitoring could entail:

14) What 8 points should we be looking at accomplishing when mentoring a colleague?

15) In what ways can accurate in-house progress reports be used?

16) Performance problems and/or difficulties may occur because of what 5 reasons: Can you think of any others?

17) Why is it important that you demonstrate skills correctly?

18) What kind of underpinning knowledge should be communicated to colleagues, in terms of their specific role?

19) Why is it good for trainees to ask questions? How can you encourage this?

20) Give an example of constructive criticism you could receive as a coach and explain what you could do to rectify it.

Attachment:- Coach others in job skills.rar