⭐ Our Advanced Coaching workshops are tailored for incumbent trainers who facilitate one-on-one coaching and training, regardless of discipline or program-model. Today’s training challenges are unfortunately expanding, and staffing vacancies continue to place increased demands that risk burning-out on our most valuable trainers. Activities are designed to reward the experience of these critical staff members and offer them tools specifically to address today’s challenges.

⭐ Goal: Identify and replicate what is working while offering tools/approaches to address what may be missing within their program or coaching approach.

Methodology: Instructor-led
Length: 1 day
Audience: Coaching and field training staff regardless of program format  Also valuable for Frontline supervisor (sworn & civilian)

When we combine expanding training requirements with an increase in the number of new hires, we can quickly find our valuable field training staff frustrated and burned-out. Whether your agency uses the San Jose Field Training Officer (FTO) model or the Police Training Officer (PTO) model, it is critical to ensure our training is adaptive, learner-centric and most effective.

Although it may not appear to be the mindset in some agencies, we don’t just need to fill our minimal staffing; we need to ensure that the employee’s basic competencies, core knowledge and the ability to apply basic skills are “dialed in”. This is easy to say, but harder to do!

Today’s trainers not only have to deal with the complexities of today’s policing environments, but they also often find themselves training probates with little to no life or work experience. Our Advanced Coaching workshops are designed to reward these critical staff members and offer them tools specifically to address today’s challenges. Participants will gain tools designed to assist in developing the critical communication, coaching and interpersonal skills needed in today’s complex training environments.

We offer two options for our Advanced Field Training Officer/Coach courses.
Each of which targets frequently encountered trainee deficiencies.

Option 1: Underperforming trainees

Option 2: Trainee competence, confidence, self-accountability and self-imitated activity

Objectives and course activities for both course options emphasize learner-centric training environments. Both options are designed to give field training staff the tools they need to succeed and be reenergized.

Workshop Option 1

Goal: Addressing underperforming trainees

This course is intended for experienced and highly regarded field training staff. Learning activities address specialized remedial training and documentation approaches targeting today’s trainee challenges.

Objectives:

  • Use a Everything DiSC© Workplace Management profile to tailor delegation and coaching approaches• Use case studies to assess remedial training approaches
  • Discuss methods for enhancing communication between trainers
  • Analyze documents associated with a training designated as “not responding to training”
  • Create performance improvement documents designed for training settings
  • Develop an effective remedial training plan or learning activity packet
  • Discuss methods that instill confidence and accountability within all trainees
  • Review effective adult learning strategies
  • Recognize and learn methods to overcome trainee stress, avoid conflict, and use various methods of instruction
  • Apply learning through simulated case study
  • Relate EI to acceptance of training feedback, control over emotions, and human interactions
  • Review a 5-step learning process
  • Apply Bloom’s Taxonomy of Learning during a simulated remedial case study

Workshop Option 2

Goal: Improve trainees’ competence, confidence, self-accountability and willingness to self-imitate.

Objectives:

  • Create training environments that promote problem-based learning, critical-thinking and interpersonal-communication skills
  • Discuss methods that instill confidence and accountability within all trainees
  • Review effective adult learning strategies (learner-centric focus)
  • Recognize and learn methods to overcome trainee stress, avoid conflict, and use various methods of instruction
  • Use case studies to assess remedial training approaches
  • List 12 characteristics of outstanding leaders
  • Use a workplace profile to tailor delegation and coaching approaches
  • Discuss methods for enhancing communication
  • Apply learning through simulated case study
  • Discover emotional intelligence (EI), what it is, and how it impacts training
  • Review a 5-step learning process
  • Apply Bloom’s Taxonomy of Learning