Our proprietary 4M Learning & Growth Model™ answers the questions that other approaches to coaching seem to overlook, and that is creating the support structures and experiences for the coachee that are essential to learning and growing…
Here’s an overview of that model:
Motivators: In helping people learn and grow, we all need to know at the outset the answer to the question “why are they taking this learning and growth journey?” In some cases the motivation is external, such as “my boss told me to take it; I need this to progress in the organization; I need this to improve my earning power”.
In other cases it’s internal, based on the learner’s own values and beliefs. In the case of beliefs, there is considerable evidence available that self-efficacy beliefs play an extremely important role in terms of motivating the learner to take the risks inherent in learning. People with low self-efficacy beliefs are unable to sustain their motivation if they encounter setbacks or failures too early or too often, whereas those with high self-efficacy beliefs can sustain their motivation for longer periods. It is possible to measure self-efficacy.
Also necessary to consider is whether the motivation is towards a goal (gain) or away from a problem (pain). In the case of the latter, if the pain is removed too early, e.g. quick fixes that only deal with the symptoms, then motivation to find permanent solutions wanes…until the problem presents itself again. In the case of the former, if early gains are not achieved, motivation can wane.
Models: We all learn vicariously, so the availability of good role models is essential to any learning effort, especially soft skills. Are role models accessible and not too far above the learner in terms of skill level? (hint: you won’t learn much from watching a PGA professional on TV if you are a complete novice at golf.) Are the role models willing and able to provide guidance to the learner? It is possible to measure the availability of effective role models.
Mentors: How willing and able is the learner’s boss to coach and mentor the learner, especially when they hit the speed bumps on their learning journey? Are communities of learners (for examples Communities of Practice or CoPs) available to provide psychological and emotional support to the learner when they need it most? Like role models, it is possible to measure the availability of effective mentors.
Mastery: How many in-the-field opportunities exist for mastering the new skills/competencies? Using the golf analogy again, while I may be able to improve some aspects of my game on the driving range and practice greens, they are no substitute for getting out on the golf course with other golfers, because that’s where the real world stressors and risks show up. Also, are timely and adequate feedback mechanisms available to correct learner performance? It is possible to measure the availability of in-the-field opportunities to gain experience in and master a competency.
Any attempts at organizational change will require changes in individual behavior, which can be supported through learning and growth strategies. Using the 4M Learning & Growth Model™ will add significant value to those strategies.
Call us now at 1-877-432-8182 (local 780-432-8182) if you need coaching for yourself or someone who reports to you.
Copyright © 2011 Affinity Consulting and Training Inc. The 4M Model™ and The 4M Learning & Growth Model™ are trademarks of Affinity Consulting and Training Inc.