...David Jonas- Foundations of Business Coaching Final Paper- MY COACHING MODEL Introduction to My Business Coaching Model Throughout this course I was able to learn, practice and reflect upon a variety of coaching models, techniques and exercises. Each individual expert we were lectured by or studied had their own unique method that they had applied in their career and, in turn, educated other aspiring coaches about. Each had different levels of effectiveness that were subjective to each member of our class. Of all the many definitions of coaching that there are, the one that I like the best is John Whitmore who says that effective coaching is “unlocking a person’s potential to maximize their own performance”. The prevailing theme that I took from the array of best practices studied was that each individual scenario and/or coach must determine how they can mold their coaching methods and process to best fit their own style while simultaneously also being able to cater to the specific needs of the subject(s) whom they will coach. The one common thread between all of the potential methods is that the goal is always to maximize the performance or results of the person whom you have offered to coach or are tasked to coach for any given period of time. The key is always to maximize the individual’s potential through achieving the desired results. I learned that the proven methods or techniques of an effective coach in one situation could need to be modified for another coach in...
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...Running head: COACHING MODEL COACHING MODEL Assignment 2 HRM-538 Performance Management Submitted by: TJ McPhail Submitted to: Dr. Karen Golaub, Instructor August 9, 2015 This paper evaluates the coaching model and team-based performance of an organization. Moreover, this paper describes the selected organizations approach of coaching for their employees to optimize the organizations performance management activities. For this paper, United States Office of Personnel Management (OPM), an independent agency of the United States government that manages the civil service of the federal government, is the organization I have chosen for this assignment. This paper also recommends practices or approaches of coaching to improve OPM’s current performance. At the same time, this paper constructs five best practices that aligns the organizations overall goals and vision that would maximize team-based performance at OPM. The selected organization’s approach to coaching as it relates to Stage 3: Proactive Coaching—Driven by a Business Need. Stage 3: Proactive Coaching— is driven by a business need as described in the text, Performance Management: Putting Research into Action, 1st Ed, Smither & London, this is the stage whereas organizations are at the third level of a continuum that typically uses coaching in an “organized, planful fashion to address a specific business issue or need, such as accelerating high potential development, on-boarding new leaders, driving...
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...Conflict Resolution in the Relationship Coaching Model Vernon Brant Liberty University Abstract The purpose of this paper is reflect on the information gathered as it pertains to conflict resolution in the field of relationship coaching. A brief description of conflict resolution styles will be discussed as well as how individuals process information. Individual personality types and assessment tools will also be addressed as to how they play a role in conflict resolution. Basic strategies for conflict resolution will be suggested and reflected upon. The conclusion of this paper will contain the thoughts of this student author and how the learned principles of conflict resolution will affect his coaching endeavors. Conflict Resolution in the Relationship Coaching Model From the start of time man has struggled with conflict; both in the interpersonal sense as well as in relationships. The Bible gives an account of when sin entered the world the in chapter three of Genesis. Here the reader learns how God became conflicted with Adam. Adam quickly became conflicted with Eve and blamed her for the situation at hand. Not to be undone, Eve became conflicted and blamed the serpent for their troubles. Eventually Adam turned the tables and blamed God for the whole ordeal (NASB). So we see the need for some sort of resolution and hopefully in today’s times that resolution will not be as harsh as what God had in store for Adam and Eve. This student author has a passion for marriage...
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...accepted coaching methods in the workplace is the GROW model. Coaching lets a coachee become more aware of what they can do with their life and prepares them to take more accountability for it. This technique is achieved through sessions, as in: ➢ Goal ➢ Reality ➢ Options ➢ Will In the Goal stage, the coach enables the coachee to establish where they want to be or what they want to achieve. Once the coachee creates some goals for themselves, the coach and coachee work together to define the goals as clearly and distinctively as possible. But also as stated in Whitmore’s book, “Even if goals can be only loosely defined before the situation is looked at in some detail, this needs to be done first” (Whitmore, John. 2002, pg. 67). In the Reality stage, the coachee’s goal is evaluated against where they stand right now. This is where a test of the skills and/or knowledge the coachee possesses is made and it is determined what skills and/or knowledge is required to accomplish their goal. In the Options stage, the coachee builds on various potential paths between the current reality and the goal they want to complete. The solution is not to find the “right” answer but to take full advantage of the choices available. In the final stage, the Will stage, the coachee needs to commit to and take responsibility for carrying out the agreed action plan. My workplace and classmate coaching experience...
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...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...
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...My senior capstone is about to becoming a great coach in basketball or just in sports. Coaching is the guy that keep the locker room organized, who conducts the practice, and the guy who make you lift weights and run laps. They help you get better in basketball and just a better person in life because there is no team without a coach everything thing starts with you. You are the leader and the role model that young kids or teenagers need to teach them to learn responsibility or discipline. Coaches keeps everything stable because if you a bad coach you will lose a lot of games , and me being the competitor I am that will ruin the team and the locker room. Also, coaching is very challenging there is never the point you can say I...
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...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 ...
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...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...
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...Factsheets > Coaching and mentoring Coaching and mentoring Revised September 2014 Related resources Factsheets Learning methods Induction In this factsheet What are coaching and mentoring? Developing a coaching culture Who delivers coaching in UK organisations? When is coaching the best development intervention? The role of HR and L&D in managing coaching activities CIPD viewpoint Useful contacts Further reading Guides Coaching and buying coaching services Developing resilience: an evidence-based guide for practitioners Survey reports The coaching climate Resourcing and talent planning 2013 Books Everyone Needs a Mentor Designing, Delivering and Evaluating L&D: Essentials for Practice What are coaching and mentoring? Coaching and mentoring are development techniques based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. It is possible to draw distinctions between coaching and mentoring (as discussed below) although in practice the two terms are often used interchangeably. While the focus of this factsheet is on coaching, much of the analysis presented here is also applicable to mentoring. Training courses Value-added Learning and Development - Short courses - Training - CIPD Using Neuroscience to Develop Your Coaching Practice - Short Courses - Training - CIPD Conference details Social Media in HR Conference Social Media in HR Conference 2013 What is coaching? Coaching targets high performance...
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... ancillary associations are often cited as demonstrations of coaching effectiveness. Companies that provide coaching interventions for employees have reported a return on investment of almost six times the program cost as well as improvements in professional relationships, teamwork, job satisfaction and work quality (Pagliarini, 2011). Coaching surveys yield high levels of satisfaction of clients who engage the assistance of a professional coach - 80% of respondents described improvements in self-confidence, 73% observed improvements in their relationships and 72% reported improvements in communication skills (ICF, 2009). In addition, coaching interventions are often linked to established and scientifically supported therapeutic interventions and increase their legitimacy by association with these accepted and established practices. Coaching has been described...
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...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...
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...Nurse Coach: A New Model to Health Promotion September 18th, 2014 N503: Scientific Inquiry Abstract: A nurse coach is a relatively new term that incorporates multiple themes in nursing. These themes include wellness, prevention and the change process. With the changes in the healthcare system with a paradigm shift toward preventative care focused on quality, not quantity, the importance of coaching as a model to improve patient’s health is vital. Introduction In general, a coach is an individual who guides, teaches, or provides instructions. Example of settings where coaches are utilized can be seen in sports, schooling, or performing arts. Applying the theme of coaching to healthcare is a newer concept;...
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...Case Study: Marathon Runners at Different levels By: Alain Kayembe Questions 1. Based on the principles of SLII model, how would you describe the runners in group 1? What kind of leadership do they want from David, and what kind of leadership does David seem prepared to give them? The runners in Group 1 some runners are novices and don’t have any marathon’s experience at all. According to the SLII model, the group 1 could be categorized as having a low to some competence with a low commitment (D2). It seems like they are expecting from David a type of leadership that requires a high directive and high supportive in his coaching approach. Unfortunately, David doesn’t seem to be prepared to give them that type of leadership as he finds their questions and concerns somewhat annoying. 2. How would describe the fit between the runners in group 2 and David’s coaching style Discuss. Clearly, it’s a total mismatch between what the runners expect from David as a coach, versus what he’s willing and able to do for them. First, the group is looking for David’s coaching approach to be more direct and supportive with all hands on all aspects of their training. In contrast, David seems to be coaching passively, almost like delegating everything to the runners. 3. The experienced runners in group 3 appear to be a challenge to David. Using SLII, explain why David appears ineffective with this group. The approach David is taking with this group is ineffective by itself...
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...Foundation Design: Coaching and Mentoring Introduction Organisations are increasingly evolving quicker due to globalisation and advances in industries and technology. These events have made market environments progressively more competitive and have changed the economic climate in which organisations operate. Unfortunately some organisations have had to implement restructures and reductions in workforce to ensure survival. Foundation Design are one of these organisations whose company size has gone from 1,513 employees to 780 employees. During the restructure of the organisation the Chief Executive Officer (CEO) identified that changes were required to its leadership profile and coaching and mentoring programmes. These changes were made to embed new skills and behaviours and support cultural change within the organisation. Why Coaching and Mentoring? Foundation Design are making steps to move towards a learning organisation, one that recognises the benefits in developing its employees, as individuals and teams. Learning is also seen as a step in the facilitation of behavioural change. The ‘Learning organisation’ was developed by Peter Senge (1990) and supported the need for learning and development of workforces, coaching is one way of making these developments. Coaching can support learning which is taking place through Leadership training and can assist in bridging the knowing-doing gap, by encouraging action to be taken. Coaching is ‘the facilitation of...
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... 82 Completing the cycle of coaching 85 5 Chapter 11. What is the effective execution? 90 "Dzhonsonvilskie sausage" 91 Chapter 12. Education and fun 95 Pleasure 98 Chapter 13. Motivation 100 Maslow and motivation 102 Chapter 14. Coaching to set goals 106 Chapter 15. Coaching to find meaning 108 Chapter 16. Coaching for Corporations 116 Coaching for a change of culture 119 Chapter 17. Feedback and Evaluation 123 Contact 123 Self-assessment 128 Chapter 18. The development team 132 High-performance team 132 Stages of Team Development 133 Chapter 19. Coaching for teams 138 The use of coaching the team 140 Chapter 20. Overcoming barriers to coaching 144 External barriers 146 Internal barriers 148 Chapter 21. Numerous advantages of coaching 151 Coaching which teaches 152 win Conclusion 155 Applications 157 References 161 6 From the Publisher To be continued ... For the first time the name of Sir John Whitmore was made in Russia in connection with the publication of the Russian translation of his book on coaching, "Coaching - a new style of management." This little book in a gray cover sold instantly, becoming a true revelation for those who want to understand what actually is coaching. I met with John Whitmore at the European Conference of coaching, where he was a key speaker. In his speech, it was about leadership and leaders of their subordinates about the crisis of leadership and resolve it with the help of coaching, which also able to provide further...
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