MNGT1001 Introduction to Management
Apex Work Skills Pty. Ltd. (AWS) is a private Registered Training Organisation, with a student enrolment of 2000 and approximately 50 training staff employed on sessional or full time basis. The RTO has about 30 administration staff.
Traditionally AWS has delivered nationally recognised training courses in construction and business management. Since last year AWS has added qualifications in real estate and property services to their scope of registration.
The CEO of AWS wants the RTO to be known as the best in the country. Recently she has invested over a million dollars in building state of the art facilities, such as new classrooms, workshops, tools and equipment.
AWS always employs suitably qualified and experienced trainers and assessors. In order to ensure compliance with trainer/assessor requirements, AWS has committed substantial funding towards the professional development of its trainers.
Recently AWS had conducted an internal audit with a reputed VET consultant ahead of their re-registration in a few months. Re-registration audits for ASQA focus on practices and behaviours as well as continued compliance of systems and processes of registered training organisations (RTOs). It’s very critical for AWS to be deemed compliant and be successfully registered for a further seven-year period.
During the Internal audit, the consultant suggested to AWS that their trainers and assessors are able to demonstrate random instances of professional development activities, which may not necessarily be relevant to their teaching/training practice in the classroom. The industry currency activities also don’t seem particularly relevant to their vocational areas, and the experiences they may have gathered from these occasional activities may not necessarily be beneficial to their classroom teaching.
The consultant also remarked that RTOs must avoid the temptation of throwing money at ‘one-off’ professional development events to bring about change in the practices of trainers. She says it is not realistic to expect trainers to be taken out of a classroom for just a day or two, introduced to an innovation, a new teaching strategy or a new technology, and then sent back to the classroom and be expected to change their training/ teaching practices.
RTOs that want to ensure that the professional development and industry currency activities of their trainers lead to better training practices in the classroom must have an understanding of the process and motivation for change to the training practices of training staff.
You are the Learning and Development Manager of AWS and it is a part of your role and responsibilities to plan, develop, implement, monitor and review the implementation of all learning, development and coaching programs.
Accordingly, the CEO of AWS has asked you to conduct research of the feasibility of introducing and preparing and manage the implementation of the coaching program for AWS.
According to the independent quality and compliance consultant AWS had commissioned to conduct an internal audit of their systems, RTOs and even government providers tend to focus on achieving professional development to ensure compliance rather than for really updating industry knowledge and developing training and technological skills.
In response to this, the CEO of AWS wants to implement an organisational coaching program at AWS to improve teaching and learning and bring in a shift in the “one-off PD / IC events” and introduce a continuous learning culture, which will not only ensure AWS complies with regulatory requirements, but also benefits class room training practices and the outcomes for students.
The coaching program is expected to support RTO's training staff to develop further skills and knowledge in areas such as adult learning, competency-based assessment, quality and compliance, and create a framework to promote continuous professional development.
AWS will first pilot a six-month coaching program, and then evaluate it improve it for further implementation on an ongoing basis.
AWS’ plans for a coaching program
The following is a brief outline the CEO has discussed with you to start the process of planning for a pilot program.
-A one-day coaching program for coaches, that includes detailed training on.
1. Coaching Skills- using the Grow model to effectively coach direct reports and shape the coaching session.
2. Adapting coaching style to suit individuals and their developmental needs.
3. Developing strategies to encourage and support accountability.
4. Using praise and constructive feedback to increase motivation and have a positive impact.
5. Implementing simple techniques to earn and maintain a trusting relationship.
-A one- day induction program for trainees and initial self-assessment and development of coaching plan
-Fortnightly/ monthly coaching meetings/ sessions for six months on PD and IC related topics and using the learning in the classroom
-Workshops held six months after the coaching program to refresh coaches and trainee’s learning and revisit key principles
-Workshops held six months after the course to refresh learning and revisit key principles of coaching for participating coaches.
Task: Develop a coaching strategy
Based on the CEO’s directive to you, you must develop a coaching strategy in no more than 1000 words.In your strategy, must address the points below.
1. Research and review the need for and the role of a coaching program within the organisational context and needs of AWS.
You must read the readings provided to you in Appendix A, and also conduct independent research.
You must appropriately reference the materials you have used in your research.
2. Based on your research, prepare an outline of a coaching strategy, covering the following points: (type the answers for each point below).
-relationship of the strategy to the organisation’s strategic objectives
-administration – what type of documents/ record keeping may be required?
-type of material support – what financial/ other support maybe required?
-application in the workplace – how will coaching support the improvement of educational /training practices at AWS?
-expected outcomes – what outcomes are expected?
-facilities and location
-method or mode of interaction/communication (i.e. physical or electronic)
-suggested timelines numbered and arranged in a sequence, such as a time-table
-key steps involved in introducing, developing and implementing coaching at AWS.
3. Determine roles, responsibilities and outcomes for key individuals involved in coaching strategy and prepare a brief outline of:
-Who will be involved?
-What roles will they perform?
-What responsibilities will they have? Your strategy outline should be no longer than 1000 words.
Your strategy must demonstrate:
-use of suitable headings
-use of correct language, spelling and grammar
-logical flow of information.