Training + Coaching = Success

By Meripa T. Godinet and Laura Lund.

Published by The Organization Collection

Format Price
Article: Print $US10.00
Article: Electronic $US5.00

Frequently, managers attend training with the intent of returning to the office and implementing new ideas learned. However, upon return, reality is that all good intentions to implement these new ideas and practice are overcome by everyday job responsibilities. By incorporating individual coaching as part of leadership development training, participants will have a greater chance of implementing what they learn. Studies have shown that coaching can deliver a high return on investment and can be vital to assisting managers achieve greater levels of success, happiness and fulfillment. The overall goal is to enhance individual capacity through the development of skills and knowledge which will result in enhanced operational effectiveness.
This paper describes a leadership training/coaching model for upper management in the child welfare system that combines leadership core competency content, individual coaching, and evaluation to assist manager’s transfer of learning and make positive change to child welfare operations and families. Individual coaching will assist managers to lead from a strength based management perspective and enhance their individual leadership/management skills. The ultimate goal is that the training/coaching/evaluation model will transfer from Manager to Supervisor, Supervisor to Social Worker and from Social Worker to the families served (Poertner, 2006).

Keywords: Coaching and Training, Leadership Training, Management Training, Child Welfare Management Training

International Journal of Knowledge, Culture and Change Management, Volume 8, Issue 11, pp.85-92. Article: Print (Spiral Bound). Article: Electronic (PDF File; 582.008KB).

Dr. Meripa T. Godinet

Assistant Professor, Social Work, University of Hawaii, Honolulu, Hawaii, USA

My background is in services to children and families. I am currently the administrator of the University of Hawaii’s School of Social Work Child Welfare Academy. The purpose of this academy is to provide state of the art and “best practice” trainings to staff, supervisors, and section administrators (upper management) to build skill level as well as to enhance competencies in their respective jobs. My interest is also to evaluate the proposed leadership training on its effectiveness in enhancing upper management knowledge and skills and how these developed skills will impact productivity and create a positive and supportive work environment.

Laura Lund

Training Specialist, Social Work, University of Hawaii, Hononlulu, Hawaii, USA

My graduate degree is in organizational leadership. I have over 15 years experience in the social service field including supervisory and upper management training. My experiences range from casework and supervision/management to training of county personnel on management and supervisory skills. Currently, I’m developing a training curriculum to be delivered to Child Welfare managers with the goal of increasing their skill repertoire that would lead to enhanced productivity and create a positive working environment within a system that has high turnover. This is in line with my interest in developing a training program that is not only relevant to different contextual areas and settings, but is also relevant to organizations and services that are highly stressed.

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