This article was based on the interview with Danny Lopez from TEKsystems by Greg Kihlström, MarTech keynote speaker for The Agile Brand with Greg Kihlström podcast. Listen to the original episode here:
Hands-on coaching accelerates organizational growth by providing a structured and practical approach to learning and development.
The podcast interview with Danny Lopez from TEKsystems highlights the importance of hands-on coaching in complementing traditional training methods and driving innovation within organizations. The dojo model, which involves expert-level coaches guiding employees through real-world application of newly acquired skills, is a key component in accelerating organizational growth.
One of the key benefits of hands-on coaching is that it allows employees to apply what they have learned in training directly to their work environment. This practical application helps bridge the gap between theory and practice, ensuring that employees are able to effectively implement new skills and knowledge in their day-to-day tasks. By practicing in a real-world setting under the guidance of experienced coaches, employees are able to gain confidence and proficiency in their abilities, ultimately leading to increased productivity and performance.
Furthermore, hands-on coaching promotes collaboration and knowledge sharing within organizations. The see one, do one, teach one method mentioned in the podcast encourages employees to not only learn from their coaches but also to share their knowledge with their colleagues. This peer-to-peer learning approach fosters a culture of continuous improvement and knowledge transfer, ultimately leading to a more cohesive and high-performing team.
In addition to driving individual growth, hands-on coaching also plays a crucial role in scaling organizational change. As organizations look to expand agile, product management, DevOps, and other practices across multiple teams, the dojo model provides a scalable solution for ensuring consistency and alignment. By identifying high performers and turning them into coaches and champions, organizations can leverage internal talent to support the growth and development of other teams, creating a ripple effect of learning and improvement throughout the organization.
Leadership involvement is also key to the sustainability of the dojo model within an organization. Leaders play a critical role in not only implementing the model but also in championing its benefits and promoting a culture of continuous learning and improvement. By actively supporting and participating in the hands-on coaching process, leaders can demonstrate their commitment to employee development and organizational growth, setting a positive example for the rest of the team.
The learning while delivering in a dojo is a powerful tool for driving innovation, fostering collaboration, and promoting growth within organizations. By prioritizing hands-on practice and experiential learning, companies can empower their teams to adapt to change, acquire new skills, and drive business success. This model not only complements traditional learning methods but also offers a more effective and efficient way to develop the skills and capabilities needed to succeed in today’s rapidly evolving business landscape.
