Coaching as Critical Reinforcement to Self-Directed Learning
Empowering contact center excellence for 30 years!

Coaching as Critical Reinforcement to Self-Directed Learning

Contact center coaching is usually focused on improving performance but is often too directive; coaches are typically promoted from within and know how to do the job themselves, but haven't had any or much coaching training or practice, so the fastest course correction is merely explaining what to do and how to do it.  This 'telling' approach fails to generate any self-awareness, reinforce any learning, or create any relational equity for the coach.

Contact center coaching

The 'telling' approach also fails to generate performance results.  Being told the right thing to do or the right way to do a thing is not enough to create in someone the will, or the behavioral skill, to repeat what they were told.  If it did, no one would ever need anything beyond initial training - no practice, refresher, or coaching would be necessary! 

One of the primary principles of Adult Learning (Malcom Knowles, 1980) is that we learn best when we have the opportunity to explore and experience information for ourselves and at our own pace.  Some of this self-directed learning occurs naturally on the job as we perform and make mistakes.  Self-directed learning journeys can now also be promoted through the use of AI technologies that push knowledge resources and micro-learning directly to employees for instant use and application.

Consider the agent who is missing their NPS goal because they're not connecting with customers; they sound impersonal and uninvolved.  Now imagine that agent is automatically sent a series of short multi-media micro-learning content, each focused on single, very specific behaviors, such as vocal warmth and sincerity, then concluding with a knowledge check.  The learning journey is short enough that it can be informally consumed and precise enough to be immediately useful.

Enter the frontline leader who then leads a coaching conversation about ‘connecting with customers using vocal warmth and sincerity,' using the same best practices content, and suddenly coaching becomes a powerful reinforcement for the employee’s learning journey.

The potential for modifying behavior and affecting performance and engagement through coaching is most significant and successful when it is relevant to, and therefore reinforces, formal and informal learning.  For frontline leaders to effectively reinforce learning with coaching, they first have to be aware of this relationship, then lead coaching conversations that allow employees to reflect and build on effective behaviors.  Only when learning and coaching are aligned and reinforce one another, can we successfully accelerate individual growth and drive performance.

AmplifAI Solutions, Inc. helps contact centers transform performance outcomes through AI-based self-learning, predictive coaching, and crowd-sourced best practices.  For more details on employee self-learning journeys and coaching effectiveness, visit our blog.



Topics: Learning & Development, People Management, Technology

Related

More from Melissa Pollock

Comments

Leave a comment

Please sign in to leave a comment. If you don't have an account you can register for free here.

Forgot username or password?

   

QuickPoll

Do you currently offer 4 by 10-hour shifts?

Yes, and employees who work this schedule get 3 consecutive days off
Yes, but employees working this schedule aren't guaranteed 3 consecutive days off
Yes, but we give employees working this schedule days off that match customer demand/volume
Yes, but we are experiencing productivity and quality concerns due to fatigue
No, we don’t offer this schedule option
More Polls