1. C Coaching for Performance E.S. Tunis and Associates Inc. Welcome to ESTA’s learning design workshop. The ideas developed in this workshop will set the foundation for the coaching learning experience and will drive the learning design activities of ESTA. Thank you for joining us! We look forward to hearing your ideas. ”“ March 24, 2015 @ UNICEF Offices, Geneva

2. PROJECT OVERVIEW Learner Profile Diversity of employment scenarios; level of experience; broader pool of candidates Research Build learning inventory & map essential competencies The Challenge: How can we build meaningful learning experiences for our cluster coordinators and information managers that will maximize our return on investment in training and will result in improved individual and cluster performance? 1 Analyze Identify strengths, gaps and opportunities 2 Evidence to Support Decision Making Prioritize Discuss learning priorities and opportunities across the clusters; identify three to four areas of focus 3 Design Learning opportunities, competency assessment, learning paths, LMS integration, learning evaluation, learning impact 4 Strategic Considerations Sustainability Funding, integration, growth in reliance on SPB Approach to Learning Balance between structured learning, social learning, on-the- job learning rosters C

3. C WORKSHOP AGENDA Welcome and Introductions Getting to know each other – those participating via conference call and in-person. Understanding the Big Picture What are we trying to accomplish through this learning experience? Target Audience Clarity regarding the target audience for the coaching learning experience. Coaching Scenarios Exploring specific scenarios within which coaching will occur. Learning Design Lab Understanding the core competencies and ideas for learning design techniques. Learning Design Architecture Discussing how to bring all of the pieces together and ensure the delivery of the programme is sustainable. Review and Validate BREAK LUNCH BREAK

4. C UNDERSTANDING THE BIG PICTURE Mentor Mentoring enables an individual to follow in the path of an older and wiser colleague who can pass on knowledge, experience and open doors to new opportunities. Coach A coach develops specific competencies associated with performance improvements and focuses on reinforcing or changing skills and behaviors.

5. C UNDERSTANDING THE BIG PICTURE IMPACT How will this learning experience have an impact on the clusters / AoRs? ? OUTCOME What are we trying to accomplish through this learning experience? ? SUCCESS At the conclusion of this learning experience, what will success look like from the perspective of (1) the cluster / AoR, (2) the individual participant, and (3) the coaching client? ?

6. C TARGET AUDIENCE General Description Demographics Knowledge & Experience Technical Expectations

7. C COACHING SCENARIOS The Coaching Client Who are the individuals within the CC and IM communities who can most benefit from coaching? The Cluster / AoR Benefit Where within the cluster system will coaching provide the greatest return on investment in terms of improved performance for CC and IM staff members? Scenario Development What specific scenarios will our coaches face? In what manner will they be able to interact with their coaching clients? How much time and effort can / should the coaching relationship occupy? Potential Barriers Are there any organizational barriers in place that may hinder the success of a more formal approach to coaching?

8. C LEARNING DESIGN LAB Core Competencies EFFECTIVE LISTENING BUILDING RAPPORT AND TRUST ASKING EFFECTIVE QUESTIONS GIVING CONSTUCTIVE FEEDBACK HOW TO STRUCTURE A COACHING CONVERSATION ” Do we all have a common interpretation and understanding of these competencies? What effective and /or innovative learning techniques can be used to ensure optimal learning success for these competencies? “

9. C Coaching for Performance