The Coaching Advantage Process or CAP has been designed within leading South African organisations and as the name suggests, aims to create 'advantage' for both the organisation and individuals involved.
Business Advantage
Key to the success of the CAP process is that it points coaching at existing workplace measures. In other words, coaching relationships are expected to deliver specific and measurable workplace results. This focus creates relevance for the business and ensures line management support.
The Coaching Advantage Process is practical and aims to create a culture that facilitates the transfer of operational theory & core skills into practice.
The CAP process promotes a coaching culture that develops mutually supportive, high trust relationships and shifts behaviour from the traditional boss/subordinate/competitor roles to one of partnership and growth.
In short the CAP process develops coaching and mentoring as a broad based skill intended to improve and sustain superior business results.
Individual's Advantage
Organisations succeed when people succeed.
Consequently the CAP process seeks 'advantage' for the individual. It allows learners to explore their 'triangle of belief' and identify winning life strategies. These are developed in terms of concrete skills they will use at work and in their personal lives.
In addition, the coaching methodology used on the CAP process opens people's eyes to their potential and the potential of those around them.
The CAP process develops coaching competence ONE STEP AT A TIME
The process begins by introducing coaching basics in CAP 1. Here learners have the opportunity to master the fundamentals and apply what they have learnt back at work. Their coaching efforts are supported and tracked with feedback given on results achieved.
Once learners have demonstrated competence they progress to CAP 2. Here they acquire and practice more advanced coaching techniques. Once again the emphasis is on practical application with DYNA Coaches guiding learners' progress at work.
Finally learners have the option of progressing to CAP 3. Here the emphasis is on mentoring and building 'executive credibility'.
Each level builds on the previous, providing additional insights, skills and tools to coach effectively. Learners earn their 'coaching CAPs' by building high performance relationships with their coachees and demonstrating tangible results at work.
"We don't want professional coaches, but rather competent managers and supervisors who can use coaching to build improved performance."
Most leaders are too busy to get involved in extending academic type coaching interventions. The emphasis on the CAP process is to give leaders at all levels practical coaching skills that can be used to improve culture and performance.
"It's amazing to see the results learners produce as they progress through the CAPS"
The CAP process utilises DYNA's advanced learning methodology to bring about behaviour change and the rapid transfer of skills. Key to the success of the CAP process is sustained follow-up and evaluation of performance.
Coaching should be a core skill of anybody in a leadership position.
In most organisations there is some degree of coaching. This coaching is, however, often haphazard and undisciplined. The CAP process applies the structure and discipline required to gain advantage from your coaching intervention.
CAPs 1 & 2 are essential for anybody in a leadership position.
CAPs 2 & 3 are essential for anybody who is mentoring or intending to mentor.
The Dealer Academy has worked with Dyna Training since 2007, in terms of their Coaching Programme known as CAP1 and CAP2.
We have utilized this programme for our Sales Cadet Programmes for Audi and VW, whereby both the coaches at the dealerships and the new trainees are orientated towards coaching. It is seen as a critical success factor in terms of developing successful sales persons in our dealer network.
We have found the approach of Dyna Training and all their staff/facilitators to be both professional and of a high standard.
In terms of some of the experiences of participants on the CAP1 and CAP2 Coaching Programme, this is what they have to say: -
- Informative, stimulating and fun!
- The experience was great!
- This was an excellent learning experience, well done!
- Extremely stimulating, lots of fun and informative.
- The best programme I have ever been on...
- A very professional and entertaining programme.
The CAP process develops coaching competence ONE STEP AT A TIME
