TOT 92: Coaching without Hurting

The main objective of imparting 40 hours’ training in mediation is to see to it that mediators who are capable of handling live mediations, and assisting the participants in resolving their disputes are prepared. It is mainly through “ role plays “ and “simulation exercises”, the synergy between theory and practice is achieved. The presence and active participation of a trainer with each group of participants, while they are doing the role play, is very essential. Giving the role-play information to the participants, assigning them the roles, and observing now and then, giving some suggestions either once in a way or at the end, may not equip and help the trainees much. While constant monitoring is required, and at every stage, even though the mistake committed by the trainee/s is very minor, or major, the intervention of the trainer is a must, at times the participants/trainees may feel very offended, when they are repeatedly corrected by the trainer. They may find the process very disrespectful. As trainees are adults, after repeated corrections within a span of five minutes’ time, they may feel humiliated and defeated. They may shut their eyes to further suggestions if any. Nothing is received by them, in spite of the best efforts by the trainer/s. At times coaching turns out to be a disaster to the objective of training. Thus often coaching becomes a great challenge to the trainer/s.

Following tips may be followed to overcome this challenge

1. Never forget that coaching is a sensitive process.
2. Never forget that the trainees are matured adults.
3. Never be disrespectful to the trainees.
4. Never begin the coaching without pre -briefing

Creating interest

Inform the objective of coaching

Preparing the mindset

Inform what all will be done during the coaching process.

Inform why corrections are made then and there.

Why the remedies suggested must be followed and demonstrated then and there, by the trainees.

Removal of negatives

Inform them that it is not a fault-finding process.

Inform them that strict coaching will help them in getting molded as excellent

Mediators.

Inform them that in actual mediations there will be none to correct them, and yet they are not expected to commit mistakes.

Inform them that the trainer has nothing personal against any of the trainees and that the trainer is helping them through the coaching exercise.

BEST PRACTICE

When the trainer notices that a particular trainee, playing the role of a mediator is getting offended whenever he/she is corrected, try to make the same trainee as a coach, and some other person as mediator. Make that first mediator trainee stand next to the trainer, and identify the mistakes committed by the next trainee mediator, and suggest remedies, and make the next trainee, implement the suggestions. This will make the first mediator-trainer overcome the feeling that ‘he/she is not targeted’ but it is a fair learning process. Others will also feel comfortable about the corrective process.

Body language

Calmness, composure, leaning forward, low voice, smiling face, helpfulness.

Avoid the authoritative approach. 

Primary Reason for failure of coaching exercise

Not spending time on (i) Pre briefing (ii) Preparing the mindset of participants (iii) Explaining the objectives of coaching. 

“Coach offers the head and shoulders for the coached to climb up the ladder of success.”

Slamw

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(All Copyrights reserved by the author S. Susheela)