...Developmentally disabled Job Coach Thelma Robinson BUS/303Human Resource Management Mary Wright August 10, 2015 Developmentally disabled job Coach A developmentally disabled job coach is a very rewarding career for someone who enjoys helping others. A job coach is a trained specialist that applies techniques to assist their audience with skills they need to perform job related task. The job coach is also responsible for providing the client with necessary skills to become an acceptable employee. I like to think of the job coach as an extension of the clients learning power. The position as job coach requires a variety of responsibilities. The first responsibility is to work closely with individual/s that has some type of disability. The job coach must then assess the individual to determine what degree of assistance is required. Once the coach has completed the assessment of the individuals he or she must then teach them the basic skills of obtaining employment. The clients must learn work related rules and expectable social behavior. The job coach is required to provide assistance with obtaining...
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... Prof. Lezlie Clay BUS310, Training and Development Strayer University Online Building a Successful Training and Coaching Team Business coaching and a training helps get any business running at peak performance and help keeps the company’ skills sharp. When you work with a business coach, you commit to being your best in business and in life. The business coaching relationship is simple and working with a business coach forges a foundation for the success that any manager wants most in business. In the business environment, coaching and training team is imperative to have within your HR department; the tools provided by these two teams in a company are one of the key elements to success to any organization. As anybody knows, companies have a diverse number of employees that might need additional assistance depending on their background (language, religion, etc.), level of knowledge and skills. When situations like this arises in any organization, the HR in particular should have a coach to assist any employee to help the open up and share the problem that they are going through even thought, it might be related to other employees, the supervisor, or the job itself. At this point is when coaching becomes a feedback for any manager, this is not a problem at all, but rather an opportunity to develop greater personal and organizational effectiveness; but building a great training tem is also a complement to improve readiness in any company...
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...Erick Aguilar May 11, 2013 The skills approach suggests that knowledge and abilities are needed for effective leadership. Based on field research in administration and his own firsthand observations of executives in the workplace, (Katz, 1955, p.34) suggested that effective administration (i.e., leadership) depends on the three basic personal skills: technical, human, and conceptual. Mumford and his colleague’s model are characterized as a capability model because it examines the relationship between a leader’s knowledge and skills and the leader’s performance. The model is made up of five components: competencies, individual attributes, leadership outcomes, career experiences, and environmental influences. This portion of the model illustrates three of the components and it is essential to understanding the overall skill-based leadership model (Northouse, 2010). The skills that both Coach K and Coach Knight were accounted for, for the success was technical skills. Technical skill is knowledge about and proficiency in a specific type of work or activity. It includes competencies in a specialized area, analytical ability, and the ability to use appropriate tools and techniques (Katz, 1955). Coach K and Coach Knight both used the appropriate tools, techniques, and the drills when it came to coaching their teams to make them good players out there on the court. They also were accounted for Conceptual skills; which is the ability to work with ideas and concepts...
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...[pic] Level 3 Coaching and Mentoring Candidate Workbook: Part 1 |[pic] |Unit 3011: Principles, skills and impact of coaching and mentoring | | | | | |Unit 3013: Coaching and mentoring relationships | | | | | |Unit 3014: Coaching and mentoring operational processes | |Name |Sharon Singh | |Department/ Location |Retail - MIT | Table of Contents/ Mapping Matrices Unit 3011 is about the core principles, skills and impact of coaching and mentoring on individuals and teams. |Learning Outcome |Assessment Criteria |Page(s) | |1. Be able to understand the core|1.1 Define coaching and its purpose |5 | |principles of coaching and...
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...cannot read or write and has a limited vocabulary), Radio could be seen hanging around the local high school football field. An awkward and uncommunicative young man with a fascination for radios, he was known for habitually pushing a shopping cart up and down the streets of Anderson. For reasons he himself can’t explain, Coach Harold Jones coaxed the 17 year old to become engaged in the football team’s activities. Radio’s life was never the same. Supported by Coach Jones’ ongoing involvement and support, that young man eventually attended the high school. Ultimately, Radio earned positions on the coaching teams for the Anderson High’s football, basketball, and track teams. Dubbed “The Heart of Anderson” by the local paper, he has become one of that city’s most valued citizens. Reflecting on the movie, I was particularly struck by Radio’s vocational journey. There are elements in his transformation that I believe hold some valuable lessons for placement professionals (career counselors and job developers), for employers, and for all of us, as unique individuals on our own career paths. I wondered what might have happened if Radio had not been taken in by Coach Jones and, instead,...
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...their career. Coaching and mentoring provides an employee with the necessary leadership and management skills they would need to strive up the career ladder within an organization. These processes are both ‘helping’ activities, employed either as distinct interventions or together as part of a package of personal development? Coaching and mentoring are deemed a highly effective way to help employees through talking, sense of direction and guidance, self esteem, efficacy and accomplishment. The differences in the application stages of these processes are naturally reflected in the results. Coaching and Mentoring In my opinion, Coaching and Mentoring are excellent programs for organization to have in place, especially for personal whom are seeking future advancement and want to excel in their careers with the organizations. A recent CIPD (Chartered Institute of Development) surveys have reported that the use of coaching and mentoring as development tool are increasing within organizations. According to those who responded, 72% use formal mentoring schemes and 63% undertake coaching activities as part of their wider Human Resource Strategy. (www.suite101.com) The implementation of these programs for employers are assisting organizations in building the skills and cultures which is needed to integrate new employees while achieving and cultivating current employees’ skills and talents. The text book...
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...Mike Noble in his article, Transform Managers into Coaches: Five Steps for Coaching Success, an effective manager is a coach and not just a boss. The most effective managers are those who can coach and collaborate. If one is able to coach their employees effectively then they are able to create sustainable long-term results for themselves and their company. Coaching is action of helping others to perform better, whether it is through feedback, demonstrations, or teaching. It is investing in the people within a company and shaping them into better employees so that they can not only perform their tasks better, but also better qualify for promotions. Mike Noble’s article breaks down the five steps necessary for successfully becoming a coaching leader and the benefits of becoming one. By coaching your employees, you become a transformational leader who enhances as well as generates new experiences for employees, thus gaining a stronger level of commitment from them. The first step to transforming a manager into a coaching leader is to build a personal case for coaching. The manager has to want to develop their coaching skills and see the relevance of developing them. Once a manager understands that they can achieve better results through coaching instead of taking a command and control response to management, they will be willing to develop their skills as a coach. Managers are more inclined to seize the opportunity when they realize that many successful leaders and executives are...
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...evolving to becoming a great leader. It takes many years of practice to perfect a craft within certain individuals. Some crafts are more defined than others; never the less these skills are done to win over individuals in work environments and major league football teams. According to Katz (1955) there are three basic administrative needs that should be present for managers to be effective which are conceptual, human, and technical. Coach K’s approach contained both conceptual and human skills. Coach K was able to come up with an approach that was comfortable for both him and the team. He did not want to come with a lot of rules that no one would follow. Growing up Coach K spent a lot of time with his family. As he became an adult his wife and children were very important to him. This is the typed of approach he took with his team. Coach K lacked in my opinion in the technical area. He was not all about a lot of drills and long practices. Coach Knight’s approach contained conceptual and technical skills. Coach Knight had very little room for error. He drilled step by step plays into his players. He believed in practicing long hours and if you could not follow the rules you would be kicked out of practice. Coach Knight taught a course “Methods of Coaching” at Indiana University. Coach Knight lacked human skills. He had many allegations of him putting his hand on the players and cursing at them. According to Blake and Mouton’s leadership grid the type of leadership...
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...Basketball Coach As a part of this assignment, I chose to interview a friend of father’s who is a head basketball coach in my hometown. I was recently home for Spring Break and was able to meet with Ken Overton to discuss his career as a high school basketball coach and the years he spent as a teacher. I also was able to ask him many questions about how he chose this path and what steps are needed to realize this dream. I admit it is a little difficult to envision such a path at my age but it seems with a lot of hard work and education, I can see myself coaching basketball. I already love the sport and hope to make it a central focus of my future. While I already knew there is not a lot of money in high school coaching, I also feel this position is more about a calling than a salary. Interview Questions: 1. How long have you been a high school basketball coach? 2. What type of education do you need to become a high school basketball coach? 3. How many years of coaching before you become head coach? 4. What has been the most impressionable experience of your coaching career? 5. Do you think your coaching makes a difference? 6. How would you define the job satisfaction of coaching? 7. How do you feel about having to teach history in the classroom and also coach the team after school and in spare time? Why can’t it be a separate job position? 8. Do you stay in touch with students you have coached? 9. What was the most difficult situation you encountered as a coach? 10...
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...For my career development research project I decided to shadow Candice Jackson (College of Charleston Women’s Basketball Head Coach), Amanda Taylor (Athletic Trainer for Women’s Basketball at the College of Charleston), and Marc Pronto (Strength and Conditioning Coach for both Men’s and Women’s Basketball teams at the College of Charleston). I selected job shadowing because it is a very useful activity that allows a person to explore a career that they are interested in by spending time with a professional working in that field. It provided me more insight rather than just reading a job description or even asking an employee to describe what they do. While job shadowing, I was able to ask questions and experience the trials, triumphs, and normal day-to-day activities that Marc Pronto, Candice Jackson, and Amanda Taylor might experience while working in their jobs. I was able to experience how the professional approaches the job, the necessary social cooperation, standard operating procedures, and the tools that I need in order to perform the job successfully. Normally, job shadowing usually lasts only a day, but in...
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...roles and responsibilities of a Career Coach translating into the importance of long term success of an organization. It studies the meaning of career and what it means to an individual. It also covers the importance of a career coach and how having a coach helps in the approach to reaching certain goals. The management of an organization should understand the benefits, a career coach can bring to its processes and to its employees. Coaching is a process that involves certain factors for it to be effective, such as having the right environment as well as how and where it can be utilized. This report explores all that and to also study one such coaching model known as the GROW model. I would like to take the term of Career Coach and take the two words apart and focus on ‘career’. Career is not to be confused with a job though most people cannot clearly define the two given its similarities and the loose manner in which people use them in daily conversations. A job is born out of necessity and in most cases, out of requirement due to financial reasons. It is something that people do by offering their skill or service in exchange for monetary payment. They may or may not like what they are doing and satisfaction is all the more, a secondary issue. On the other hand, a career is something or a view that most people would take towards a particular occupation in which they hope, would be long term.’ Career’ is a term that evolves from ‘job’ with the difference coming from a few...
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...the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. Coaching targets high performance and improvement at work and usually focuses on specific skills and goals, although it may also have an impact on an individual’s personal attributes. I have outlined a brief description of 2 coaching models GROW and OSCAR in Appendix 1. There are a variety of different types of coaching available and I have identified 2 specific types, Coaching for Talent Development and Coaching through Change and explained what they are and in what type of work situation they could be used in Appendix 2 . There are also different styles to coaching. Non-directive coaching is coaching in the true sense of the word where the coach simply asks you questions to allow you to find your own solutions. A non-directive coach will certainly not offer you advice and rarely even give you suggestions, although through skillful questioning they will help you to see your situation from a different perspective, gain clarity, uncover options, challenge inconsistencies and hold you accountable to your actions. The great benefit of non-directive coaching is that an individual will take full ownership of their own solutions rather than ‘doing what you have been told to do.’ Through this approach an individual will feel a sense of empowerment to make changes. Directive coaching on the other hand is where the coach offers an individual solutions, tools and techniques for moving...
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...definition of “organizing” is arranging and structuring work to accomplish organization goals. For example the manager helps his employees with career development. The manager arranges duties to employees must give the most suitable duties to each employee. It is because the manager will see which skills or a professional specialty should employees having so that manager can also teach them others knowledge and that is help them to have different abilities to have more chance to try other job duties. These can help them to have a career development. Then, if the manager hopes that the employees should finish their duties effectively, the manager should be a good coach. When a manager to arrange the jobs to employees, he will need to tell the details of the duties to employees. Also, manager must to train them or test them so that know their job efficiency. If manager have a good strategy to teach them some other skills, the employees can finish their jobs more perfectly. This can improve the company profit and quality. Of course, the coach should know what things are the employees’ needs because when the coach knows the different needs of them. He can arrange the most suitable jobs for each employee. Next, there is related to “leading”. “Leading” is working with and through people to...
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...for was coach. Or I would try to either be an athletic director, outdoors adventure leader or an athletic trainer. These seem the most interesting four out of all of them. The top one that I would pick like I said in the first paragraph would be coaching. The coaching career calls for all levels usually must have a bachelor’s degree. Degree programs specifically related to coaching include exercise and sports science, physical, kinesiology, nutrition and fitness, physical education, and sports medicine. To become a public secondary school head coach, those who aren’t teachers must meet individual state requirement for certification. The way the head coaches get to their spots that there at now is they worked to get there. They started off as assistant coach and gained the necessary knowledge and experience. To get where they are they also have to go through a ranking on their wins and the way they get them. Some responsibilities coaches have are bringing these following items to games. First aid kit especially ice packs, two copies of your completed roster form to be given to the referee. Player and coach pass cards for teams playing MTOC level division (spring only), game ball (home game), corner flags at least 5 feet tall (home team). With younger kids coaches have to make sure players are having fun, learning good values such as sportsmanship and teamwork, learn to love the game, and the basic rules and skills for that sport. The average salary that a head coach makes is...
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...styles and approaches have been adopted by the both the coaches. Based on observations, coach knight plays a negative leadership style role, while coach K’s approach was a more positive approach. The behavior of the two coaches is therefore differing to each other. Coach Knight’s Leadership approach style was hurtful, detrimental and vigorous but lead, but through these practices his team had successful wins. On the Parallel, coach K was liberal, substantial and progressive but also potent. The two coaches practiced many rules and made several changes to succeed as a team, they were very talented and had skills that left constant trails for success. Power Bases Expert, Referent, coercive and Reward Powers were the Power bases used by both the coaches for the successful building of a successful team; Coach K has used reward and referral power by connecting with his players and by constantly encouraging his players by consistently appreciating their performances and thus used the power bases in a positive way. Knight used applied coercive power on his players in order to boost the performance of the player. But on the other hand he also was rewarding by inviting players to his home for dinner and appreciate the hard work of the players by hugging the players and pat their backs and for doing a good job. Managerial and Leadership roles The managerial skills of coach Knight were more of that of a Manager. “Managers are reactive and work with people to resolve...
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