Case D5.2
How We Use Proficiency Coaching to Improve Performance
Geoff Rip
Research Director, Institute for Learning Practitioners, Australia
Background
The dominant view of training is as an event. People say, “I was sent to training” or “I attended a course on …,” indicating that they consider the training finished when the event comes to an end.
As learning professionals, we know this is not the case. Training is fundamentally an influence process. The purpose is to influence workplace performance through learning-based interventions. The real finish line of training is the successful achievement of performance outcomes/standards.
Learning ...
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