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Training Objectives
Each training course has an objective,
which describes the aspired “output”. In chronological
succession various content of differing intensity is assigned to
this objective.
The better the interests in a particular subject of all participants
of a training course can be realized – only the group itself
can evaluate this accordingly – the greater is the legitimacy
of the material provided.
Training according to the Hamburger Schule means developing competence as a coach,
that means gaining competence for actions and decision-making. The formulation
of learning objectives in the coach training course of the Hamburger Schule is
based upon the thought of competence and describes a state which is to be reached
in the future (future II).
Learning objective: Competence for action and decision-making
Upon completion of a training course, participants will be able to recognise
the meaning of the context coaching as well as differences to other contexts
and will have put into practice the coordination of all resources of the areas
of competence in a situational-individual action as coach.
Differentiation of the learning objective: - the competence model
The fundamental structure of the competence model is much more differentiated
than a single learning objective. A differentiation of learning objectives, based
upon the competence areas of the model, improves planning regarding the context
and structural design of the training.
Learning objectives of trainings to become a coach according to the Hamburger
Schule are based upon the areas of the competence model.
Learning objective: personal competence
The participant will have been able to identify his own feelings, motives, needs,
values and talents in the context of coaching, will have been able to assess
his behaviour as a coach and initiated and assessed his own changes.
Learning objective: social-communicative competence
The participant will be able to agree upon a communication context with the coachee,
the group or the team in a self-organised fashion which respects the interests
of all those involved.
Learning objective: professional-methodical competence
The participant will have gained professional knowledge and skills within the
context of coaching and have organised work processes in the coaching in a results-oriented
way.
Learning objective: topical competence
The participant will have reflected experiences within a specific aspect of
the training (e.g. leadership and management) and will have been able to transfer
this knowledge to all competence areas in the context coaching.
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