Coaching others to coach
Coaching others to coach

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10 Summary of Session 7

The main learning points from this session are:

  1. How observing coaches effectively is a skill that takes time to learn and do well. With more experience you learn what to look for and how your feedback can be constructed.
  2. That your observation can be influenced by your own ideas and beliefs about coaching as well as the presence of an observation form or observation tool that can direct what you are looking for.
  3. Planning an observation is important. Communicate and liaise with the coach beforehand and identify how any observation will be useful and worthwhile to them.
  4. Providing feedback is essential to support learning and development. Effective feedback is often conversational and a dialogue, it is a two-way process of sharing the insights from the observation.
  5. Creating a peer-to-peer culture can be a useful approach to support learning and development, particularly when implemented sensitively and allowed to grow as relationships between peers become more trusting and open.
  6. Knowing when to start observing coaches is important. Jumping straight into observing and providing feedback can be detrimental and an impediment to learning.

Observing and providing feedback to coaches is increasingly being facilitated by modern digital technologies such as mobile phones, tablets and digital communication platforms. In the next session you explore in more detail how digital technologies might well transform the process of coach learning and development and the intentional and unintentional consequences this has for coach developers.

You can now go to Session 8 [Tip: hold Ctrl and click a link to open it in a new tab. (Hide tip)] .

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