The training and development professional can ascertain many roles across one’s career. Three themes are the roles of facilitating in three areas: enacting the coaching approach Swart & Harcup, (2012), embedding collective learning Swart & Harcup, (2012), and mentoring Helms, Arfken, & Bellar, (2016). Coaching is defined as the process of unlocking a person’s potential to maximize their own performance (Whitmore, 1996, p.8). I call it strategic empathetic unscripted questioning (S.E.U.Q.). This role differs from training in that training is to create sustainable changes in a person’s behavior and cognition so they can possess the competencies they need to perform the job (Salas et. al., 2012). Swart and Harcup (2012), state that coaching used in a variety of organizational settings does have an impact at the organizational level.
Collective learning, the second theme, also known as group learning is a shared understanding amongst others and taking shared action (Crossan et.al., 1999). In comparison to various training methods, collective learning can also be compared to team-training which is one of the 13 identified training methods discussed by Ostrowski-Martin, Kolomitro, & Lam (2013) utilized by training and development professionals to assist in the transfer of learning. Team-training is a group of individuals that behave interactively, to either improve mutual knowledge within the team or to train the team on a specific job-related job function (Wheelan, 2005; Craig, 1996). The third theme research recognizes is also listed as one of the 13 identified training methods, which is mentoring (Ostrowski-Martin et., al.,2013). Mentors provide emotional support and feedback, share information about navigating organizational standards, strive to increase performance, and focus on the personal and professional development of the mentee (Helms, Arfken, & Bellar 2016). Training and development professionals are expected to create changes in a person’s cognitive behavior to be able to perform the job states (Salas et. al., 2012), therefore, by creating changes in a person’s thinking, the training and development professional can act as a mentor to the participants they are training. All three themes require a degree of agreeableness (one of the Big Five personality traits) (Sundstrom et. al., 2015). Multiple training and development roles involve fostering a supportive interpersonal relationship (coaching and mentoring) and the ability to train a team to collectively learn (collective learning or team-training) (Arnesen et al.,2013). How can you relate to these three themes?
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