COACHING DEVELOPMENT CENTRES

Where Observer and participant Collaboration Leads to Insight and Development Actions, Resulting in Behaviour Change.

What is a Coaching Development Centre?

A Coaching Development Centre (CDC) is a specific application of a Development
Assessment Centre.

During a CDC a participant is allocated to one coach (observer/assessor) with whom he/she works for the duration of the CDC.

Following every simulation, all the Centre participants attend a joint debriefing session. Participants discuss their experiences and what they have learned from the simulation and are presented with a model to apply in similar situations in future.

Individual participants then meet with their coaches to reflect his/her coach to jointly reflect on behaviour, assess behaviour and decide on areas of strength and areas in need of development. Participants receive specific coaching for application during which he/she can then apply during the next simulation.

During these sessions with their coaches the participants start drawing up their own unique
Development Plans.

After completion of the CDC, this unique Development Plan is finalised during a Development
Discussion at which the line manager is also present.

What are the tangible deliverables of a CDC?

Each participant has a unique and very comprehensive Personal Development Plan that becomes his/her road map to the future he/she would like to create.

Each participant, assisted by his/her coach, also writes a unique Final Report. This report becomes the participant's "extended memory", helping him/her to remember all the insights that were gained and the learning that took place with the coach's assistance during the CDC.

What makes a CDC unique?

Participants learn by:

1. doing simulations in a safe environment;
2. attending a group debriefing session where they share ideas and insights with each other after every simulation; and
3. receiving personal feedback and coaching from their own coach during a one-on-one confidential session of at least one-and-a half hours after every simulation.

Participants are actively involved in discovering their own areas of strength and areas that still need to be further developed. They thus co-create their own learning!

Apart from Assessment Centre principles, what other principles underpin the HRDC?

•   Continuous feedback: When an adult receives continuous feedback on his/her performance, it leads to insight about the issue feedback is given on. In turn, this leads to a change in behaviour.
•   Experiential learning: Adults learn most effectively when they experience situations and then reflect upon them.
•   Adult learning: Adults need to co-create their learning experiences and need to own their
development needs for development to be effective.

How do you ensure that the learning during the CDC is transferred into the work environment and that the Development Plan is implemented?

Within two weeks after participants attended the CDC, his/her Development Discussions, at which their line managers are present, take place. Both the participants and their line managers commit to the plans.

Every six to eight months follow-up discussions take place to monitor the implementation of the plan, and to support the participants in transferring learning into the work environment.

What benefits can I expect from implementing CDCs?

•   Increased insight and ownership of own behaviour and the impact thereof in the surroundings
•   Commitment to own personal growth and development
•   Increased implementation of Personal Development Plans
•   Training and Development interventions address real development and growth needs
•   Cost-effective learning and development.