We embrace a learning philosophy that is a blend of positive psychology concepts, empowering students to consistently advance and attain predefined benchmarks. The approach to assessment centers on providing constructive feedback for improvement rather than dictating areas of failure. At the heart of our curriculum design lies a commitment to student-centered and integrative learning. The underpinning principles of our learning philosophy encompass four key factors and integrate six positive psychology concepts.
Spaced Model. Research has overwhelmingly shown that spaced-out learning models lead to better memory retention and recall. And these findings have been consistent for more than eighty years. CTEDU’s program breaks coaching modalities into bite-sized pieces, encouraging participants to work with new coaching tools and concepts one at a time. This allows coaches to learn and practice one tool before building on their learning with a new tool. By spacing the material, new coaches are more likely to retain and recall coaching tools and concepts in a coaching setting.
Growth Mindset. According to Stanford University psychologist, Carol Dweck, a growth mindset means that a person believes that their capabilities can always be improved. People with a growth mindset naturally assume that their natural talents are fluid and that developing new skills or abilities is possible at any time. In this excerpt from our 1.0 Coach Training Guide, we dive deeper into the intricacies of growth mindset:
“Individuals with a growth mindset are more likely than those with a fixed mindset to continue working and putting in effort, even in the face of challenges and setbacks. From the perspective of a growth mindset, talent is simply the starting point, and failure and success are feedback for continual improvement… The effectiveness of coaching relies on a coach’s ability to help clients shift toward a growth mindset as they take on increasingly challenging goals.”
Our program teaches the history of the growth mindset and actively encourages new coaches to adopt this mindset as they complete their coach training program.
Hope Theory. Hope Theory was originally coined by Dr. Charles Snyder, who proposed Hope Theory as a cognitive process by which we choose and accomplish our goals. The following excerpt from our 1.0 Coach Training Guide provides a bit more context for Hope Theory in Coaching:
“C.R. Snyder offers the following definition of Hope Theory: ‘Hope is a positive motivational state that is based on an interactively derived sense of successful (a) agency (goal-directed energy), and (b) pathways (planning to meet goals).’ Agency is defined as one’s belief in their ability to learn the required knowledge and use or gain the required skills to achieve a goal… Pathways are routes you map to reach your goals, and they go one step further than traditional action plans. With pathways, it's important to think about the effort you want to put into achieving the goal and develop pathways that are worth your time and energy… Goal-oriented thinking includes three different stages: Preliminary decision-making, action step analysis, and reflection and learning.”
All of our courses utilize Hope Theory to help coaches and their clients develop the tools and skills they need to achieve their desired goals.
Learn Be Do. This model has been adopted as a way to categorize questions into an organized framework that allows coaches to identify the most impactful questions. It consists of three distinct parts, Learning, Being, and Doing, as outlined in the excerpt from our 1.0 Coach Training Guide below;
“Over the past decade, Coach Training EDU has adopted a Learn-Be-Do model of categorizing questions. Learning points primarily to the insights clients have about who they are and what they are capable of achieving… Being refers to the characteristics your client already has or wants to develop. Being also includes the energy a client brings to a project, assumptions about their abilities, and assumptions about what new achievements might mean for their identity… Doing refers to action steps taken toward the goal, and the systems a client puts in place to work toward that goal.”
A strong coaching session has a blend of all three questions, with more emphasis placed on the learning and being questions.
Learning to Mastery. Coach Training EDU believes that learning is based on performance, not how long someone spends trying to learn. With a Learning to Mastery model, we are able to help coaches focus on repeated practice that implements continuous assessment and feedback. Because feedback is an opportunity for growth and further skill development, coaches are safe in their ability to continue their practice and work toward mastery.
Structured Improvisation. Improvisation has two primary rules: Accept what is offered and add value. These two rules are also essential in coaching, where coaches do not know what might happen but must demonstrate flexibility in their ability to accept what their client offers. By trusting yourself and the client, you’re more likely to lean into your training and offer more value to your client.
By relying on the three basic aspects of meaningful learning, we work to ensure the success of our coach graduates. These aspects are based on Ken Robinson’s definition of creativity, which combines idea novelty with connection to what already exists:
These three aspects help keep you in a learning zone, where the emphasis is on identifying what’s unknown to you, and then developing pathways to obtain that knowledge. Our programs are low-risk, exploratory places for new coaches to play with novel concepts and ideas in a safe and supportive environment. Trainers are highly skilled and provide ongoing feedback that encourages reflection and practice. Mistakes are welcomed and embraced as a function of the learning and development process.
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