Project Overview:
The "Coaching for Performance" program was designed to address a critical performance gap at CloudTech. The leadership team recognized that newly promoted managers lacked formal training in coaching skills, leading to inefficient problem-solving and employee dependency. This project provided a structured, four-week blended learning program to equip managers with the mindset, tools, and strategies necessary to lead through coaching.

Goal:
To shift managers’ mindset from providing answers to empowering employees to solve problems independently, thereby fostering trust, critical thinking, and long-term performance improvement.

Solution:

1. Needs Analysis:
   • A quantitative survey and qualitative focus groups were conducted to identify skill gaps and challenges. Key findings revealed:
     • 85% of managers were promoted internally with no formal training.
     • Managers defaulted to "telling" employees what to do instead of fostering critical thinking.
     • Time constraints were a significant barrier to coaching.
2. Blended Learning Approach:
   The program employed a mix of eLearning, workshops, and peer coaching simulations to accommodate adult learners' needs:
   • Self-Paced eLearning Module (30 minutes): Introduced foundational concepts, including coaching as a leadership tool and leadership mindsets.
   • Virtual Workshop (60 minutes):
     • Interactive discussions on coaching mindsets (listening, curiosity, and asking non-directive questions).
     • Practical exercises to identify when to "tell" vs. "ask" based on scenarios.
     • Kahoot Quizzes: Reinforced learning through gamified knowledge checks.
   • Peer Coaching Simulations: Role-play activities where participants practiced coaching conversations in small groups, playing roles as coach, coachee, and observer.
3. Instructional Design Strategies:
   • Experiential Learning: Real-world simulations and reflective exercises fostered hands-on practice.
   • Behavioral Change: Managers applied coaching skills immediately, with peer support and post-program feedback to reinforce learning.
   • Scaffolded Design: Each component built progressively, from understanding concepts to applying skills.
4. Evaluation and Feedback:
   • A post-program survey measured knowledge transfer and behavioral changes.
   • Participants reflected on personal challenges and identified key takeaways from the program, enabling leadership to measure its effectiveness.

Learning Design Relevance:
This project demonstrates key instructional design competencies:

• Adult Learning Principles: Emphasis on practical, real-world applications and peer collaboration.
• Blended Learning Design: A mix of self-paced modules, workshops, and simulations for a comprehensive learning experience.
• Performance-Based Outcomes: Focused on solving an identified business problem by empowering managers to coach effectively.
• Gamification: Tools like Kahoot added interactivity and reinforced key concepts.

Outcome:
The program successfully addressed the performance gap by:

• Increasing Manager Effectiveness: Managers learned to ask non-directive questions, enabling employees to develop solutions independently.
• Improving Team Performance: Managers reported a reduction in employee dependency and an increase in critical thinking and problem-solving.
• Scalability: The program’s blended format provided a scalable solution for global implementation across CloudTech's diverse workforce.

For example, post-program surveys indicated that 90% of participants demonstrated improved confidence in their coaching abilities, and 80% reported immediate application of coaching skills with their teams.

Showcase Examples:

• Screenshots of the eLearning module introducing leadership mindsets.
• Kahoot quiz examples showcasing "Tell vs. Ask" scenarios.
• Peer coaching role-play guides and facilitator scripts.

‍

‍