...Assessment 2 Leadership & Management Implementation Coaching Report | | Megan Scott 16364420 | Due: 18th October 2013 | Lecturer: Ron PettapieceTotal Word Count: 2745 | Contents Journal Entry One: Establishing expectations 2 Journal Entry Two: The development plans 5 Journal Entry Three: Making Progress 8 Bibliography 11 Journal Entry One: Establishing expectations Ben Tomason and Megan Scott (me) – via skype video chat Word Count: 848 Part two of a three part study by (McComb 2012) highlights the risk of limiting the coaching success that is associated with poor compatibility between a coach and coachee, a theory supports the earlier findings of (Boyce, Jackson, and Neal 2010). Though this could have been a concern for me as I openly put myself up as the first member of a triad I feel the risk was limited given our mutual agreement to participate as part of the course undertaking. Once I knew who my partner was I also took the time to read his (Ben Tomason’s) student home journal, review his 360 profile report and Leadership Development plan, activities which were reciprocated by Ben prior to our first scheduled coaching session. I believe this early openness to sharing and interest in the other party these actions assisted to minimise the any concerns related to compatibility and also went some way to establishing mutual trust. A study by (Hannafey and Vitulano 2012) on ethics with relation to executive coaching highlights the importance of...
Words: 3824 - Pages: 16
...Coaching Summary Report Jiajun Li 2014-05-02 Northeastern University Author Note This paper was prepared for Developing Bench Strength, taught by Professor John Ellsworth. Background Nowadays, coaching has become one of the concepts in leadership and management. It used when the members of a group or a team are competent and motivated, but do not have ideas about the long-term goals of an organization or individual. We have to admit that coaching is an important skill not only for the development of an organization but also for the leaders in an organization. For organizations, employee’s development always be seen as critical to the success of any company. Effective coaching will help the employee clarify their needs and goals, guide them make development plan, encourage them do their job more creativity, and more innovative, which also means increasing their productivity. As for leaders, the coaching process will help a leader keep strengthening self-cultivation, so that he or she can coach others more successfully. Meanwhile, after the coaching process, the leader could learn some experiences about this kind of thing which he just coached with, he could handle this thing smoother if he encountered next time. Moreover, coaching really expands people’s capabilities and increases personal collective capacity to be a better leader. All of these I have mentioned above could prove that coaching skill is really necessary in today’s competitive business...
Words: 1547 - Pages: 7
...others and I have complied and agreed to the University statement on Plagiarism and Academic Integrity on the University website at www.students.utas.edu.au/plagiarism. Critical reflection on my coaching experience: An ongoing journey Coaching is a relatively new professional field that has increased in popularity during the past decade (Tompson et al, 2008). Despite several different definitions of coaching and ways to understand or categorize coaching practice, all coaching’s approaches have a common denominator: the goal of achieving changes in the client. Depending on the coach’s beliefs and methods and also on the client’s objections, the nature and expression of the changes will be varied and may be defined in two ways: perceptual or cognitive; (Meyer 2010) and concrete behavioural changes (Kress, 2008). In March 2012 I commenced a course that involved participating in coaching relationship external to my current organisation. Prior to the commencement of this relationship I completed a 360° feedback survey on core leadership and management competencies. Findings from the survey facilitated the development of an individual action plan that assists me to extract optimal value from the program. This exercise also informs and guides the coaching process. The stated aim of this coaching relationship is to promote and accelerate my personal and career development. This is achieved through regular face to face meetings and telephone conversations. These occasions promote open communication...
Words: 1144 - Pages: 5
...Team Coaching in the Hospitality Industry Introduction Our generation has always been overwhelmed by the never-ending technology evolutions, by a competition that everyday seems to be fiercer and by the constant pursuing of innovation and diversification. Surrounded by this very tough technological environment, we tend to forget that human capital is one of the greatest and most important factors of an organisation and that success mostly depends on the ability of developing our personal potential in order to obtain an outstanding performance. The hospitality sector in particular, involves a service that mainly depends on the people providing it. Therefore, the human capital is the most important one. This is the reason why we can compare the role of a hotel manager to that of a team coach. His duty is to guide and stimulate people towards the achievement of common goals and objectives. In relation to an article I found in the Italian newspaper “Il Corriere Della Sera” (D’antogno, Pignatelli 2004), organisations have started to hire sport coaches in order to motivate and stimulate their own teams. Results of statistics are astonishing: the productivity increases, the working mood improves and the harmony in the office grows in such a way that colleagues feel more and more part of a real team and in some cases they even end up going out or having lunch all together. Among the many examples, the one of Ettore Messina in particular caught my attention. Messina is one of...
Words: 2246 - Pages: 9
...Applying Leadership Theories Essay Danielle Brewer EDA 575: Educational Leadership in a Changing World Professor Betty Nardelli December 16, 2015 There are several leadership theories, which can be observed throughout the educational setting. The level of input in the various leadership theories ranges from shared responsibility to the leader or another individual taking majority of the control. The school I have chosen for this assignment as well as the duration of this course is West Park Elementary in Ravenna City Schools. Frank Sciarabba is the principal of West Park currently. The time spent observing Mr. Sciarabba has allowed me to observe a few different leadership styles, which vary according to the situation at hand. The main leadership style observed by Mr. Sciarabba was the participative style. This style of leadership is when the people affected by the decision have the most feasible amount of input but the leader of the building makes the final decision. Lam, Huang, Chan (2015) define participative leadership style as shared influence and joint decisions being made between the leader and the followers. Mr, Sciarabba is always asking for input from staff members and when creating committees and teams of teachers he asks for teachers to volunteer to join a committee. He is open to suggestions and feels that the staff members have many ideas that should be shared but he ultimately makes the final decision after receiving input from the staff. This leadership...
Words: 1260 - Pages: 6
...Life Coaching Spiritual Formation: What Does It Mean? Liberty University Abstract This research paper will give a brief examination of the history and development of life coaching in general, and then it will look towards the niche coaching specialty of spiritual formation. This writer will endeavor to answer the question, “Spiritual formation: what does it mean?” There will be discussion around this topic as it is examined from several perspectives and worldviews. It will include an brief overview of secular, non-religious, and non-Christian religious worldviews. Judeo-Christian worldviews will be discussed highlighting biblical aspects with regard to spiritual formation and how it may fit with a life coach who is familiar and skilled with this specialty niche. From this vein of information the reader should be well able to extrapolate a clear view of not only what spiritual formation is or can be and how its development is a personal journey. Additionally, the reader should have gained a good understanding of how the journey can be assisted with the help of a like-minded life coach. Introduction Historical Overview of Life Coaching This overview looks at events that began in the 1980’s. Thomas Leonard was a professional financial planner, whose many clients asked for his help with other life issues they were experiencing. After dealing with these client matters for a time, Leonard chose to close his financial planning business and become a full-time life...
Words: 2509 - Pages: 11
...Coaching Leadership in the Workplace According to 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...
Words: 1011 - Pages: 5
...the role of Human Resourcing Unit Number 3DCS Developing Coaching Skills for the Workplace Nichola Mackay 0510453 CIPD Foundation Certificate 15 January 2014 1000 Words Summary The below should help you understand the nature and purpose of coaching, know how to use a coaching style to improve performance in the workplace and be able to identify ways in which coaching can be implemented in an organisation. Contents Intoduction…………………………………………………………....1 Directive and Non-Directive Coaching…………………………...1 How coaching differs from other development needs…….….1 3 ways in which coaching can be used to meet organisational objectives…………………………………………...2 The role of a coach and cochee……………………………...…..2-3 3 potential benefits coaching for the..........................................4 coachee and 3 for the organisation 2 different ways in which a coaching culture could be implemented within an organisation..............5 Bibliography……………………………………………….................6 Coaching is a teaching, training or development process which an individual is supported while achieving their specific personal or professional result or goal. The individual receiving coaching will be referred to as the client or the coachee. "Coaching is unlocking a person’s potential to maximise their own performance...
Words: 1144 - Pages: 5
...Skills Audit |Strengths |Weaknesses | |I contribute and work well with others in a group and also |My numeric skills are not very good which is vital as certain | |work well individually |modules of my degree requires this skill | |I enjoy writing and expressing myself through writing as I do |I find it very hard to manage my time effectively | |this a lot both at university and outside university when |I am not very confident when it comes to presenting my ideas | |writing in my journals |and communicating with others | | | | |Opportunities |Threats | | |Sometimes I leave my work to the last minute so I may miss the | |Able to organise work easily |deadline or not get the grade I am capable of as I have not | |Interested in undergoing training to improve my skills |worked to the best of my ability | |Customer service ...
Words: 3280 - Pages: 14
...Amber Deol How effective is coaching in modifying undesirable employee behavior? Introduction Coaching is a means of providing feedback in an attempt to enhance current skills, build new ones or provide insight and guidance to encourage confidence and motivation in the workplace. This essay will examine whether coaching can act as a deterrent for employees who exhibit undesirable behaviors by examining how businesses use coaching as well as analyzing several interviews about coaching with current supervisors who have had experience with coaching in their organization. Coaching No matter what organization you look at, in any part of the world, there will always be performance issues regarding employees, there is no possible way to eliminate all problems but steps can be taken to minimize this issue. Coaching whether formal or informal has been a part of business since its inception; it has evolved from employees seeking advice and guidance from a supervisor or manger to organizations implementing professional coaching sessions that allow employees one on one time with superiors to assess performance, keep updated on progression and to instill confidence. To properly address behavior that is unwanted in employees a manager has to attempt to understand the root of the problem, is it Laziness? Lack of motivation? Or some other outlying factor that the manager is not aware of. Coaching allows for communication between employees and managers that is essential to maintaining a...
Words: 1639 - Pages: 7
...VProfessional Former IT Director Addleshaw Goddard and Eversheds ‘This is a book that presents an often complex topic in a logical, easy to read and readily digestible way that is immediately useful to anyone busy setting up their business. In particular the clear, concise chapters and subsections allow the reader to easily identify and focus on a particular area of interest, without having necessarily to read the entire book in one go. It can therefore be used informally as a ‘‘user manual’’ or as a formal, technical book. If you are setting up – or are thinking about setting up – a coaching business, or for that matter any other small business, I recommend it – highly.’ ADRIAN OLSEN | Managing Director and Head of Global Project Finance Bank of Ireland Corporate Banking ‘I would readily recommend this book to anyone thinking of setting up their own business, whether or not it is in the field of coaching. It covers the whole spectrum of what it takes to organise and run your own enterprise. The book is both a reference and a learning tool that takes you through the process of understanding everything about setting up your practice and also your own motivations for doing so. By posing a series of key...
Words: 46840 - Pages: 188
...This prior training can be crucial for the future success of the employees, and the company; enabling the employees to learn, and manage anticipated job that may be assigned to them in their future in the business, and know their job duties. Case Study for Student Analysis: Training in the Workplace - Carl Robin Case Study Successful employment in society depends mainly on proper training, assignment of duties, and expectation. A well trained employee whose responsibility has been well defined, and expectation has been set, is more likely to succeed at his job. Whereas employees that have not received adequate training, and are required to perform essential tasks in the work force are more likely to omit crucial steps such as time management, task completion, company regulations. Such employees are less likely to perform well at their duties, and responsibilities, and more likely to feel stressed, discouraged, and potentially prone to accidents depending on the duties. This case study will focus on describing problems in training in the workplace, and preventive actions that could be used to fix them in the short term, and long term. Background Carl Robin’s first recruitment effort proved to be successful in hiring 15 new trainees in April to work for Monica Carrols the Operations Supervisor by July. As the July dead line came closer, he came to realize that many things were going wrong in the hiring process, and started panicking. Key Problems Carl Robin lacked certain...
Words: 1567 - Pages: 7
...Patricia J Beckett Coaching Session Capella University MHA5042- Team Dev Pers Ldrshp Hlth Care Dr. Darleen Barnard I didn’t pick Steve as a coach, but I am very grateful for being assigned to him. He was, for me, the perfect coach. He asked the right questions and opened my eyes to many things. I recognized Steve as a high-performing individual because he seemed to follow the five rules of defining your leadership pipeline. The research that the Harvard Business review did found some things that will help to contribute to the success or the failure of the leader and succession planning. Some of the businesses in the research combined succession planning with leadership development. I feel that Steve shares goals that the people in the research do and that is helping people get the right skills in the right place (Conger, J. A., & Fulmer, R. M. (2003). They developed succession management system that will help build a reliable pipeline of talents for future leaders. The five rules are as follows: Rule One You need to focus on development. This is the foundation that the other four rules laid upon. This is a flexible system and this is a must be. By combining succession planning and leadership development, gives the best that each one has. It is more than just training. By developing leadership, the people can walk away from the session with more energy and enthusiasm (Conger, J. A., & Fulmer, R. M. (2003). Rule Two The second rule is to identify linchpin...
Words: 945 - Pages: 4
...scholarly journal a four-style leadership model based upon Moses and his attainment of the ten items on the ethical leadership scale (ELS): visionary, shepherd, teacher and servant. This paper will evaluate an ethical issue within an organization and will discuss the various traits and skills apparent and lacking in the situation based upon Ben-Hur’s and Jonsen’s model as well as several other approaches to ethical leadership. Ethical issues come up in all levels of management in all organizations. In my previous position at EDMC an ethical issue surfaced with one of my employees. One of the managers who worked for me, who I will call Sally, bumped into one of my peers who was in charge of the training department, Bob. Sally proceeded to tell Bob a story about one of his trainers, Tom, forging coaching documents to fake coaching with Sally’s employees; Bob was Tom’s boss’s boss. This story that Sally was telling Bob was not first-hand knowledge; it was hearsay from Sally’s employees who supposedly had coaching sessions with Tom. In addition, a couple of months earlier, Sally complained against Tom to Tom’s direct supervisor, and she made it very clear that she did not support Tom as a trainer. The ethical issue seemed to be Tom faking...
Words: 1411 - Pages: 6
...Leadership Coaching is the latest buzz—but all too often companies embark on coaching initiatives that are not well thought out, that their executives do not embrace, and that are doomed to fail. In Chapter 24 of the OWP (Orchestrating Winning Performance) Book 2008, “Riding the winds of global change”, to be published in September 2008,Professor Jack Wood explains how organizations can instead implement a thoughtful, integrated coaching strategy which can deliver long-lasting results. The purpose of coaching isn’t performance improvement HR managers often assume that the purpose of coaching is to increase managers’ performance. However, our survey of participants attending a pilot coaching session in the OWP revealed that this is not what executives want. The top three coaching objectives were: - life development – balancing personal and professional roles more effectively - leadership – developing interpersonal and team leadership skills - self-awareness – becoming more aware of my shortcomings and growth opportunities as a leader, and understanding the origins and history of my behavior in work and its impact on others. The difference between coaches, mentors and managers Coaching initiatives fail in part because the distinction between the role of manager, mentor and coach is not well understood. Each can each help executives meet their principal objectives—life development, leadership and self-awareness—but a manager, a mentor and a coach are not the same things....
Words: 4370 - Pages: 18
