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How can you evaluate the transfer of learning from training to the workplace using peer coaching?

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Training is an essential part of staff development, but how do you know if your employees are applying what they learned to their work? One way to evaluate the transfer of learning is to use peer coaching, a collaborative process that involves feedback, reflection, and support among colleagues. In this article, you will learn how to use peer coaching as a tool to assess and improve the impact of your training programs.

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1 What is peer coaching?

Peer coaching is a form of professional development that involves two or more peers who observe, discuss, and provide feedback on each other's work performance. Peer coaching can be used for various purposes, such as sharing best practices, solving problems, developing skills, or enhancing motivation. Peer coaching can also be used to evaluate the transfer of learning, which is the extent to which employees apply the knowledge and skills acquired from training to their work situations.

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2 Why use peer coaching for training evaluation?

Peer coaching can be an effective way to evaluate the transfer of learning for several reasons. First, peer coaching can provide ongoing and timely feedback that can help employees identify and correct gaps in their learning and performance. Second, peer coaching can foster a culture of learning and collaboration that can enhance employees' confidence and commitment to apply what they learned. Third, peer coaching can generate rich and relevant data that can inform the evaluation of the training outcomes and impact.

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Mihaela Stoica

DHL EXPRESS CHICAGO VIRIDIS VICTORIAE EST
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Peer coaching is effective only when peers are carefully selected based on their interest on the job and performance. when failing to select the appropriate peers who have a desire to help this process becomes detrimental to the company due to the fact wrong behaviors and information is passed on,

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3 How to design peer coaching for training evaluation?

Designing a clear and structured process for peer coaching to evaluate training is necessary to align with training objectives and outcomes. Define roles and responsibilities of the peer coaches and coachees; for instance, you can assign peer coaches based on expertise, experience, or availability. Establish goals and expectations of the process, such as frequency, duration, and format of the sessions. Provide training and support to coaches and coachees, offering guidance on how to observe, communicate, and give feedback effectively. Additionally, provide tools and resources like checklists, rubrics, or templates to facilitate the process. Monitor and evaluate the peer coaching process and outcomes by collecting data from sessions such as observations, feedback, reflections, or action plans. Lastly, solicit feedback from coaches and coachees on their satisfaction and challenges.

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Mihaela Stoica

DHL EXPRESS CHICAGO VIRIDIS VICTORIAE EST
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Ideally coaches should volunteer based on interest and not be selected against their will. Usually peer coaches are not paid better than regular employees and this is how you can better understand who really wants to teach others versus whom is volunteering just for higher pay without intrinsic motivation.

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4 What are the benefits of peer coaching for training evaluation?

Peer coaching can offer various benefits for both the peer coaches and the coachees in terms of training evaluation. It can enhance the transfer of learning by providing opportunities to practice, receive feedback, and reinforce learned skills and knowledge. Additionally, peer coaching can increase the accountability and motivation of the coachees by creating a supportive, trusting relationship. Furthermore, it can improve performance and productivity of both the peer coaches and coachees by fostering a continuous learning and improvement cycle. Moreover, peer coaching can reduce costs and time of training evaluation by leveraging existing resources and expertise within the organization.

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Mihaela Stoica

DHL EXPRESS CHICAGO VIRIDIS VICTORIAE EST
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Aside from saving cost appear can teach you the most effectively what are the specifics of a certain job throughout the whole day without time restrictions hopefully. A peer trainer lifts up the pressure a new employee may experience. Having a body system in place makes for a very smooth transition into a new position.

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5 What are the challenges of peer coaching for training evaluation?

Peer coaching can present some challenges for training evaluation that need to be addressed and overcome. These could include the quality and consistency of the peer coaches and coachees, the interpersonal and organizational factors that may affect the peer coaching relationship, or the scope and validity of the data collected and analyzed for training evaluation. For instance, some peer coaches may lack the skills or confidence to provide constructive feedback, while some coachees may resist or reject the feedback from their peer coaches. Additionally, some peer coaches and coachees may have conflicting personalities, styles, or interests, while some may face power dynamics, competition, or politics within the organization. Furthermore, some data may be subjective, biased, or incomplete, while some data may not capture the long-term or broader impact of the training.

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Mihaela Stoica

DHL EXPRESS CHICAGO VIRIDIS VICTORIAE EST
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A peer trainer may hold back essentially information for the new commerce if they don’t feel there are monetary incentives in place or they feel threatened by the newcomer in anyway.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Anna Smyrlianou

Global Talent Acquisition Manager at Epignosis learning technologies
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Peer coaching not only reinforces training outcomes but also promotes a culture of shared expertise and collaborative problem-solving. Some ways to evaluate the transfer of learning from training to the workplace using peer coaching may be to: - Encourage employees to share insights gained and skills acquired through one-on-one peer interactions. - Foster a supportive environment where colleagues collaboratively apply newly acquired knowledge to practical situations. - Implement regular check-ins to discuss challenges and successes, ensuring continuous learning integration. Working backwards can be a game-changer in this case!

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Javier Benítez Campos

Conferencista. CEO Fundador Sé Feliz Academy. Director Embajadores de Apoyo a la Felicidad BNI Perú. Coach. Escritor 12 libros. Profesor UP, UTP, PBS, U Continental.
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El coaching entre iguales puede ser una herramienta muy poderosa. Para que así sea recomiendo lo siguiente: 1.- Lo primero es que las partes se comprometan a la más estricta confidencialidad. 2.- Que haya un periodo previo de conocerse antes de empezar ningún proceso. 3.- Que las partes decidan libremente si realmente confían en la otra parte y si realmente se van a abrir a contar sus experiencias. 4.- Que estén planificados en el calendario los encuentros. Si no es así, después es "difícil" encontrar tiempo.

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How can you evaluate the transfer of learning from training to the workplace using peer coaching?

1

2

3

4

5

6

1 What is peer coaching?

2 Why use peer coaching for training evaluation?

3 How to design peer coaching for training evaluation?

4 What are the benefits of peer coaching for training evaluation?

5 What are the challenges of peer coaching for training evaluation?

6 Here’s what else to consider

Staff Development

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How can you evaluate the transfer of learning from training to the workplace using peer coaching?

1

2

3

4

5

6

1 What is peer coaching?

2 Why use peer coaching for training evaluation?

3 How to design peer coaching for training evaluation?

4 What are the benefits of peer coaching for training evaluation?

5 What are the challenges of peer coaching for training evaluation?

6 Here’s what else to consider

Staff Development

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