Training, Coaching & Capacity Building
Developing staff skills and building organizational capability
Education Officers are responsible for developing and delivering training programs, coaching staff, and building the capacity of teams across the school district. This includes everything from professional development days to one-on-one coaching sessions.
Training Program Development
Training Development Cycle
Creating effective training requires a systematic approach:
- •Assess training needs through surveys, performance data, and supervisor input
- •Define clear learning objectives for each session
- •Design curriculum that addresses identified gaps
- •Select appropriate delivery methods (in-person, virtual, hybrid)
- •Create materials using tools like Captivate, Adobe Connect, Adobe Creative Cloud
- •Schedule sessions considering staff availability and school calendar
- •Evaluate effectiveness through assessments and feedback
Professional Development
The exam mentions using deductive reasoning 'when planning for a professional development day.' This means applying general principles of adult learning to specific training situations. Adults learn best when training is relevant to their work, interactive, and immediately applicable.
Coaching vs. Training
Training is group instruction on specific skills or knowledge. Coaching is individualized support to help staff apply what they have learned. Both are essential components of capacity building.
Training
Visualizing Training
One-to-ManyStructured curriculum with defined outcomes delivered to a group simultaneously.
Coaching
Visualizing Coaching
One-to-OnePersonalized feedback loop and ongoing developmental relationship.
- •Training = one-to-many, structured curriculum, defined outcomes
- •Coaching = one-to-one, personalized feedback, ongoing relationship
- •Both require documentation and follow-up
Capacity Building
The goal is to develop sustainable skills within the organization so that teams can function effectively without constant external support. This means creating systems, documentation, and internal expertise that persist beyond individual staff members.
Capacity Building & Sustainability
LONG-TERM IMPACTKey Takeaways
- ✓Training development follows: assess needs → define objectives → design curriculum → deliver → evaluate
- ✓Adult learners need relevant, interactive, immediately applicable content
- ✓Training is group-based; coaching is individualized — both need documentation
- ✓Capacity building creates sustainable organizational skills and systems
- ✓Professional development planning uses deductive reasoning: general principles → specific applications
Exam Tip
Questions about training may ask you to select the BEST first step. It's almost always 'assess needs' or 'identify the learning objectives' before jumping into content creation or scheduling.
Visual Mnemonic
Create a vivid picture-based memory hook for this concept so the main rules and patterns are easier to recall during the exam.
Current Focus
Training, Coaching & Capacity Building