26 The Coaching Toolkit for Child Welfare Practice
structured coaching process by which both parties understand and
agree upon the coaching goals; and (d) a safe and supportive coaching
environment that provides a place to reflect and think.
Once the foundation is in place, the learner will reap primary
benefits (tier 2) including (a) clarity and focus, which provide a
sense of clear direction and purpose; (b) self-confidence, which leads
to improved competence and success in working with families; and
(c) motivation to achieve, which fosters greater accountability and
an enhanced desire for the learner to succeed.
Tier 3 shows how the primary benefits of tier one lead to the
enhancement of skills, knowledge, and understanding and
improvement in working relationships. Tier 4 of the pyramid,
Results, represents the ultimate improved organizational
accountability and ROI.
Organizations that encourage authentic learning, set clear
expectations and measurable performance objectives, and provide
expert help and emotional support will perform more effectively
and efficiently than those who do not (Nissly, Mor Barak, & Levin,
2004; Scannapieco & Connell-Carrick, 2007). These factors are more
important to retaining staff and decreasing turnover than
workloads, salary, and worker characteristics (Douglas, 1997).
Ultimately, collaborative learning organizations have better
outcomes, which benefit all workers and clients served by the
organization.