Claire writes: “Continuing professional development (CPD) is useful, and in some organisations ongoing training is mandatory. In the coaching world, we are required to evidence 40 hours CPD every 3 years in order to retain our credentials. As people progress through organisations, management and leadership development programmes and other training are available. Some even include coaching. This can easily become a tick box exercise coming out of appraisals – ‘what training would you like to go on?‘
The results of the training can be more transformational when we stretch the frame. Instead of ‘this would be good to do‘, a longer time frame and a co-created contract can make a significant difference. ‘Begin with the end in mind‘, said Covey. We expand that by asking questions like – What’s the training for? How will you (and the organisation) know it has been useful?
Think a year beyond the end of the programme and have a co-created conversation:
This stretched frame is also useful for probation or training agreements:
Not only is this useful because it looks beyond the obvious end point – it also makes revisiting the contract much more normal. ‘We are three months into… how are you getting on towards [that end point]. What do we need to explore to make sure you get to that [original goal for the training/probation]’.
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