...To develop a winning girls’ softball team, occasionally two opposite styles of coaching come together and complement each other. “14U” fast-pitch softball players need a balance in training. Coach John (an intense and ordered trainer) and Coach Troy (fun-loving and pliable) provide this symmetry for their Tanglewood Extreme softball team. Although these coaches have very different styles of training, they come together to give their players exactly what they need. John’s coaching style is aggressive and extreme, yet precise. He coaches offense, which involves batting and running the bases. Coach John does not give praise easily. He will scold the girls for making errors and have them run or complete repetitions of different exercises if he...
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...My research topic examines the perceptions student-athletes have of their coaches’ behavior. The research will involve reviewing the different types of coaching styles and how those styles affect the athlete. Athletes respond to coaching methods in different ways and I feel it is important to grasp a better understanding of the student-athletes behavior in respect to their coaches’ actions. When exploring the behavior of others, researchers are studying they psychological make-up of those beings James 3:1 says, “Not many of you should become teachers, my brothers, for you know that we who teach will be judged with greater strictness.” Those who teach are those who God knows can handle everything involved in teaching. Coaching and teaching go hand in hand. Coaches are teachers of a particular sport...
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...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 style is occasionally a struggle because the staff members do not always participate. Lam, Huang, Chan (2015) state that there is often a high level of reluctance with the participative leadership style because it requires employee participation as well as the leader releasing some of the control over the decisions being made. Ford and Fottler (1995) state that releasing control is often...
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...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...
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...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....
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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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...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. Regardless of their experience, David leadership should have been more like a supporting approach (S3). His focus should have been on supporting theses guys, and be less directive since they have marathon experience. Be attentive to theirs concern and giving for feedbacks , and asking for inputs. 4. If you were helping David with his coaching, how would you describe his strengths...
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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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...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...
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...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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...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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...SPMT 304 Movie Paper The movie Kicking and Screaming is a family sports comedy starring Will Ferrell, and Phil Duvall. In this movie Will Ferrell plays the role of a soccer Dad (Phil Weston) who is an average father who runs his own vitamin store. Phil ends up stepping up to become coach of his sons soccer team after the coach quits and no other parents volunteer. As the movie progresses Phil’s coaching style undergoes a transformation from being centered on learning and having fun, to being solely focused on winning the championship. Although this movie initially appears to be nothing more than a rather pointless comedy, it actually touches on many issues and controversies going on today in sports. Through the parents actions, and the way the kids react to different styles of coaching, the issues of sports for children, and race and ethnicity in sport are clearly displayed throughout the movie. From the very start of this movie clearly displays parents, especially fathers who push their sons very aggressively to succeed in sports. In fact the opening line of this movie is Phil Weston stating: “I was born a baby, a blank slate. I thought I was in control of my own destiny, and then I met my dad.” Following the quote, a baby version of Phil is handed a mini soccer ball from his father (Buck) and he tells him “You better be good at this stuff.” Just from this opening scene the viewer can clearly see the pressure to succeed in sports placed upon children from their parents...
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...DANIEL GOLEMAN Leadership Styles Visionary - Every organization should have a vision, a "raison d'être". A visionary leader is someone who is able to move people towards a common goal, vision and direction. Without a vision, how can one insight participation and engagement among stakeholders? Whether driving funding initiatives, or the hiring of skilled labour, without vision and the ability to articulate that vision, getting people on board will be a challenge. Coaching - The benefits of coaching are endless. Leaders with the capacity to coach and even mentor their workforce helps individuals improve their performance and supports employees in aligning their professional goals with those of the organization. Coaching increases employee satisfaction and limits turnover. Affiliative - Although teamwork may not be necessary in every job, for the most part it is a reality for many. While some may thrive in team environments and others may struggle, a successful leader will understand the importance of affiliation and synergy. For organizations who have implicitly determined that teams and relationships must develop organically, or that they must work out their own problems, conflict may arise. Affiliative leadership ensures that roles are outlined, working relationships successful and conflict addressed. Democratic - How can one obtain consensus when there may be some who either do not agree with a plan, or hesitate to support one being tabled? A democratic approach...
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...claims Fatsis makes is the “violent imagery” created in the coach’s speeches and the use of their vulgar language around the young players. The author uses the Esquire Network series, Friday Night Tykes (FNT) as his illustration to his readers, assuming the reader has watched the show. He uses the example “You have the opportunity, today, to rip their heads off and let them bleed” (pr.1) from the show, to represent the relationship being expressed between the coaches and players. He assumes he is showing his pathos at this point in the article and that attention of the readers is being grabbed. Another point of the article’s structure and stance involves the coach’s perspective between positive adult leadership and their vulgar, negative style on the field. One specific coach from the Outlaws explains how parents specifically put their kids on his team to prevent them from growing up to be a wimp. With this comment the author then follows up by stating “In other words, the coaches are loud and tough because perceived consequences of being quiet and soft-drugs, gangs, crime, poverty-are too severe” (pr. 13). It’s now obvious the author becomes more open-minded from watching the show because earlier in the...
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...power, but often great leaders lead through inspiration, persuasion, and personal connections. One example of leadership is coaching. When someone possess leadership traits, that person will be able to become a great coach. John Wooden is among one of the winningest sports coaches of all time, he led UCLA to 700 victories and ten national championships throughout his 30-year career as a basketball coach. This is one achievement that might not happen ever again. “Wooden and his extraordinary leadership abilities are lauded and emulated by contemporaries in a variety of sports. His leadership style can transcend any industry and any aspect of one’s life.” (Farfan, 2014) Wooden believed that good coaching is based purely in leadership. He also believed that, “leadership is influence derived from one’s character.” (Dobbs, 2011)For Wooden, the ideal leader is someone whose life and character motivate people to follow. “The best kind of leadership derives its capacity from the force of example, not from the power of position or personality.” Everyone has their own view of what leadership really is. His accomplishments during his coaching career shows that his leadership style is something that should be inspiring to others that are following his footsteps. If someone was to become a coach, not only in basketball, they should follow his leadership style since it made him so successful at completing a task that many coaches wished that they were able to achieve. Wooden influenced...
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