ACTIVATE THE LEARNING AND DEVELOPMENT AGENDA USING COACHING CULTURE

Mahmoud Alabdali

Abstract


Organizations do a lot in order to apply the learning and development outcomes. The ultimate end for the development agenda is the learning and increase the capabilities level. Usually, the satisfaction results don’t match the expectations. In some cases, blaming came that people don’t apply what they learn in the development programs. The hardest phase to measure is the post development program. After delivering, application is the key. People usually unable to remember the most of content is a fact that everyone exposed to. Applying coaching culture is a key idea to assure the application of the learning and development program. Actually, it increases the probability of information retention. To do so, organizations need to create a coaching culture that help the progress to activate learning and assure the application. Coaching culture could be linked to achieve the overall organization aims and purpose.

 

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Keywords


coaching, learning, development, training, information retention, knowledge application, learning ROI, capabilities, skills

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References


Newby, D. (2017). Coaching and Emotions.

Whitmore, J. (2002). Coaching for Performance. Nicholas Brealey.

Stanier, M. (2016). The Coaching Habit. Box of Crayons Press.

Muller, M. (2009). The Manager's Guide to HR. AMACOM.

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Starr, J. (2016). The Coaching Manual. Pearson.

Winstanley, D. Woodally, J. (2009). Ethical Issues in Contemporary HRM.

Employee relation, Retrieved December 9, 13, 14, 2019, from www.shrm.org.


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