Still following on from the theme of probability and the best way to train and develop employees the ultimate solution has to be one-to-one learning solutions. Of course there are advantages to be had from groups sharing ideas and learning together but for sheer effectiveness of a learning intervention one-to-one treatment cannot be bettered.

It allows for real analysis of the individual’s understanding of their own objectives, their commitment, strengths, weaknesses, preferred style of learning and, probably most important of all, their relationship with their tutor/coach.

A personal relationship beats the classroom trainer’s relationship every time. Of course this presumes that the tutor/coach and the ‘tutee’ are both suited to each other.

All of this though raises some practical issues. To what extent can every learner have the services of a personal ‘coach’? Where are the money and resources going to come from to justify such a learner-intensive approach suggested by a business partner?

The answer to that one is much simpler than you might think. In general the more senior the position the easier it is to justify one-to-one. An hour’s time from the ‘coach’ only has to make a small difference to be worth it (think of what an hour improving the performance of the sales director could be worth). The more junior the position the more improvement required (how much more productivity would be required from a call centre operator to justify using this approach)?

All of the earlier parts of this series provide the means to answer these questions.

Paul is happy to take questions and comments and can be contacted at:mailto:paulkearns@blueyonder.co.uk

Earlier articles in this series can be found at:
The Bitesize Business Partners Page