Coaching

In coaching, the trainee is placed under a specific supervisor who acts as an instructor and teaches job knowledge & skills to the trainee. He tells him what he needs him to do, how it may be done and follows up when it is being done and correct errors. The act of coaching may be done in several ways. Apart from asking trainees to perform the routine work, the executive can ask them to tackle some complex difficulty by giving them a chance to participate in decision- making. For effective coaching, an open and healthy relationship must be present between worker and their supervisors. Several firms conduct formal training courses to develop the coaching skills of their managers.

In coaching, candidate can learn by in fact doing a piece of work and get feedback on performance rapidly.⁹ However, there is no guarantee that supervisors will be capable to coach the participant in an effective way. It is simple for the 'coach' to fall short in guiding the learner in systematically manner, even if he knows which systematic experiences are excellent. Sometimes performing the job on hand can score over learning & watching. Several skills that have smart component are excellent learned from a book or lecture before coaching could occur. Furthermore, in various cases, the learner cannot grow much beyond the limits of his own boss's ability. Coaching would work good if the coach provides a good model with whom the trainee can recognize, if both may be open with each other, if the coach accepts his duty fully, and if he provides the trainee with recognition of his development and appropriate rewards.