Purpose

The purpose of this manuscript is the presentation of: (1) a reciprocal learning process for coach and employee, and (2) a practical implementation guide.

Design/methodology/approach

Various search tools were used to explore the areas of manager in coaching role, learning orientation, reciprocal learning, integrative pedagogy (IP) and experiential learning. Coordination and integration of the areas examined resulted in a guide for manager application.

Findings

A method (guide, action plan) was created for use by a manager in a coaching role and the employee being coached. The method serves the information and learning needs of both participants. The collaborative relationship is grounded in mutual support, and participants help each other grow and change.

Research limitations/implications

Following completion of one action plan, research may be conducted to address areas such as coach self-perception of competence and self-efficacy; and employee perceptions of coach’s interest, helpfulness and effectiveness. It is also possible to study perceptions of participants with regard to the quality of the coach–employee relationship.

Practical implications

Application of the proposed method/approach is intended, in part, to stimulate employee engagement and motivation, and it provides the manager with some new platforms to interact with employees in the coaching role.

Originality/value

The role of manager-as-coach has been wedded to the possibilities of reciprocal learning in which both, manager and employee, gain knowledge, skill and personal development from a focused approach. In addition, the approach or method presented combines elements of IP with experiential learning.

中文翻译：

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教练角色和互惠学习的经理

目的

这份手稿的目的是介绍：（1）教练和员工的相互学习过程，以及（2）实用的实施指南。

设计/方法/方法

使用各种搜索工具来探索经理在教练角色、学习导向、互惠学习、综合教学法 (IP) 和体验式学习方面的领域。所审查领域的协调和整合形成了管理人员应用指南。

发现

创建了一种方法（指南、行动计划），供担任指导角色的经理和接受指导的员工使用。该方法满足了双方参与者的信息和学习需求。合作关系建立在相互支持的基础上，参与者互相帮助成长和改变。

研究限制/影响

完成一项行动计划后，可以进行研究以解决教练对能力和自我效能的自我认知等领域；以及员工对教练兴趣、帮助和有效性的看法。还可以研究参与者对教练-雇员关系质量的看法。

实际影响

所提出的方法/方法的应用在一定程度上是为了激发员工的参与度和积极性，它为经理提供了一些新的平台来与担任教练角色的员工互动。

原创性/价值

经理兼教练的角色与互惠学习的可能性密切相关，在这种学习中，经理和员工都可以通过专注的方法获得知识、技能和个人发展。此外，所介绍的方法或方法将知识产权要素与体验式学习相结合。