The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!
From the Wiki University
What evidence can you provide to prove your understanding of each of the following citeria?
Prepare for coaching
|
|
Confirm the need for coaching. Completed |
Evidence:
|
Identify specific coaching needs through discussion with the colleague to be coached. Completed |
Evidence:
|
Undertake self-assessment of own competencies and coaching style and confirm compatibility with colleague’s needs and learning style. Completed |
Evidence:
|
Obtain approval for coaching arrangement. Completed |
Evidence:
|
Negotiate coaching agreement with the colleague. Completed |
Evidence:
|
Provide coaching
|
|
Explain and agree upon the principles and application of coaching. Completed |
Evidence:
|
Explain and demonstrate specific competencies to be coached. Completed |
Evidence:
|
Communicate any required underpinning knowledge and skills in a manner suited to the person’s specific needs. Completed |
Evidence:
|
Check the understanding of the person being coached. Completed |
Evidence:
|
Provide the opportunity to practise and ask questions. Completed |
Evidence:
|
Provide feedback and review goals with the person being coached and adjust as necessary. Completed |
Evidence:
|
Follow up coaching
|
|
Monitor progress with new competencies in the workplace and provide supportive assistance as required. Completed |
Evidence:
|
Report progress. Completed |
Evidence:
|
Identify and rectify performance problems or difficulties with the coaching or refer for follow up. Completed |
Evidence:
|
Maintain confidentiality regarding coaching arrangements. Completed |
Evidence:
|
Manage the perceptions of those outside the coaching arrangement. Completed |
Evidence:
|
Prepare for coaching
|
|
Confirm the need for coaching. Completed |
Evidence:
|
Identify specific coaching needs through discussion with the colleague to be coached. Completed |
Evidence:
|
Undertake self-assessment of own competencies and coaching style and confirm compatibility with colleague’s needs and learning style. Completed |
Evidence:
|
Obtain approval for coaching arrangement. Completed |
Evidence:
|
Negotiate coaching agreement with the colleague. Completed |
Evidence:
|
Provide coaching
|
|
Explain and agree upon the principles and application of coaching. Completed |
Evidence:
|
Explain and demonstrate specific competencies to be coached. Completed |
Evidence:
|
Communicate any required underpinning knowledge and skills in a manner suited to the person’s specific needs. Completed |
Evidence:
|
Check the understanding of the person being coached. Completed |
Evidence:
|
Provide the opportunity to practise and ask questions. Completed |
Evidence:
|
Provide feedback and review goals with the person being coached and adjust as necessary. Completed |
Evidence:
|
Follow up coaching
|
|
Monitor progress with new competencies in the workplace and provide supportive assistance as required. Completed |
Evidence:
|
Report progress. Completed |
Evidence:
|
Identify and rectify performance problems or difficulties with the coaching or refer for follow up. Completed |
Evidence:
|
Maintain confidentiality regarding coaching arrangements. Completed |
Evidence:
|
Manage the perceptions of those outside the coaching arrangement. Completed |
Evidence:
|