By Dr. Donald L. Green, 6 December 2022
As I have considered the “Building” of new RiderCoaches this last week, one of the difficulties I have stumbled upon is how to best select, prepare, and mentor potential candidates to become quality RiderCoaches. One part of our community that needs to catch up is how current RiderCoaches are the best solution for reinforcing the process of bringing in candidates and mentoring new RiderCoaches above the minimal level of certification. To support the thought, you can check out the three recommendations below to see if you can be part of the solution.
1) RiderCoaches historically are the primary identifier of candidates to become future RiderCoaches. Either as RiderCoaches seeing potential in students or being involved in other motorcycle endeavors. At this first phase of the connection, RiderCoaches recruit candidates through suggestions and develop a relationship with the candidate to judge if they are indeed viable candidates. During this part of the recruiting, the ONE most important thing RiderCoaches can do is expose candidates to work as a RiderCoach to ensure there is no doubt candidates understand what coaching entails. Work in the classroom or on the range exposes the candidate to the lifestyle and clarifies expectations, whether compensated for or through volunteering. With this vital check, candidates can have an uninformed vision of being a RiderCoach and consequently change their minds before the cost of training is invested. The course structure should be established during this phase, enhancing understanding for future learning.
2) Lately, the modern RiderCoach Preparation Course (RPC) seems to be extended from the one-week – 56-hour traditional format. Most candidates now spend several weeks in preparation and multiple weekends to accomplish certifications, giving RiderCoaches the second opportunity to assist candidates and easing potential work conflicts for the candidates. By maintaining a relationship with the candidate, there is an opportunity to help prepare candidates for success. By being available to answer questions, practice range craft, or be a sounding board, the connection with future RiderCoaches is continued through more mentorship. This second step is crucial as the support part of the challenge and support efforts for new candidates. As a key and vital second part of becoming a RiderCoach, too many candidates need to be entering the RCP more prepared. Without positive previous experiences or a misunderstanding of the expectations, RiderCoach Trainers and State Programs are put into the precarious position of teaching structure and accepting less than favorable candidates instead of reinforcing how to be an effective coach. Current RiderCoaches truly can make a difference in the process.
3) The Third and final way current RiderCoaches can assist in the “Building” of other RiderCoaches is through mentorship Post-RCP. Peer-to-Peer mentorship, both for the new and the experienced RiderCoach, is where we hone the craft of facilitation. As a model of Life-Long Learning, RiderCoaches are absolutely obligated to discuss, learn from others, and share ideas, challenges, and successes with our peer RiderCoaches. By investing in themselves and others through this practice, we are modeling the characteristics necessary to be good in this profession. Too many Coaches depart a RiderCoach Preparation Course and set sail to the lonely island of drift where without study, question, and good peer influence, uninformed RiderCoaches run the risk of endangering our students and, ultimately, the profession.
The three examples above provide a peer-to-peer framework for Candidates and RiderCoaches to reinforce our profession’s life cycle or apprentice model. Using this model helps RiderCoaches move beyond the minimum quality standards, raising expectations for supporting each other and, ultimately, our students. The actions, when taken, strengthen the community and demonstrate a true passion for the work. Moreover, if there is an inclination to understand more, help others, and a potential desire to become more involved through quality improvement, RiderCoach Training, or program administration, what better way to practice the attributes needed to excel?
Have a great week!
– Don
