...[pic] Understanding Organisations and 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...
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...Mentoring and Coaching. Many FE institutions and Initial Teacher Training programmes now include mentoring and coaching support as part of their provision. The purpose of this review is to firstly establish a clear definition of the term mentor and coach, and ask why it might be important to establish a shared understanding of the terms. Secondly, to ascertain why mentoring and coaching has become so popular within further education. Thirdly, to identify how to best implement mentoring and coaching schemes into further educational settings, and finally to develop criteria to critically analyse the mentoring policy and procedures of one further education college and my own practice. Definition. Establishing a clear definition of the term mentor and coach from the literature reviewed is not a simple task; opinions differ depending on the context in which mentoring takes place and the individual perceptions of those involved. Adding to this confusion is the way the literature often uses the terminology of mentoring and coaching interchangeable with little or no agreement on their meaning. (Brockbank and Mcgill, 2006 p8) This may explain why there are so many different approaches to mentoring practice and why the concept of mentoring has altered over time. (Woodd, 1997, p4) One way the literature attempts to distinguish between the terminology of mentoring and coaching is by placing mentoring and coaching at opposite ends of a person/task focused continuum. With coaching...
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...USAWC STRATEGY RESEARCH PROJECT TEAMBUILDING: A STRATEGIC LEADER IMPERATIVE by Colonel Christopher J. Putko United States Army Doctor Craig Bullis Project Adviser This SRP is submitted in partial fulfillment of the requirements of the Master of Strategic Studies Degree. The U.S. Army War College is accredited by the Commission on Higher Education of the Middle States Association of Colleges and Schools, 3624 Market Street, Philadelphia, PA 19104, (215) 662-5606. The Commission on Higher Education is an institutional accrediting agency recognized by the U.S. Secretary of Education and the Council for Higher Education Accreditation. The views expressed in this student academic research paper are those of the author and do not reflect the official policy or position of the Department of the Army, Department of Defense, or the U.S. Government. U.S. Army War College CARLISLE BARRACKS, PENNSYLVANIA 17013 Report Documentation Page Form Approved OMB No. 0704-0188 Public reporting burden for the collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington Headquarters Services, Directorate for Information Operations...
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...own performance. It is helping them to learn rather than teaching them”. (WHITMORE, J (2006) Coaching for Performance. London: nb publishing.) “Developing a person's skills and knowledge so that their job performance improves, leading to the achievement of organisational objectives. It targets high performance and improvement at work, although it may also have an impact on an individual’s private life. It usually lasts for a short period and focuses on specific skills and goals”. (CIPD Factsheet on Performance Management) How does coaching differ from mentoring? Mentoring in the workplace describes a relationship in which a more experienced colleague uses their greater knowledge and understanding of the work or workplace to support the development of a more junior or inexperienced member of staff. This is most effective when it takes place outside the line management structure and is seen as a more directive form of development than coaching. What have past SGUL coachees said about coaching? "(Coaching) helped me identify strengths and weaknesses and focus my approach to a more successful management style." Senior Administration Manager "I found this an invaluable opportunity to reflect on the way...
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...Homepage > Resources > 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? ...
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...Please consult the Membership Downloads section of the ICE website (www.ice.org.uk/membership) to obtain a copy of all the listed Documentation. Online Applications The following membership applications can now be made online and therefore no longer have a hard copy guidance document. |Application Process |Link | |Application for Academic Assessment |www.ice.org.uk/academicassessment | |Application for Student membership |www.ice.org.uk/students | |Application for Graduate membership |www.ice.org.uk/graduates | |No |Title |Vers |Rev |Date |Content | |0 |List of MGNs |43 |0 |21/03/2013 |Lists all the Membership Guidance Notes (MGN) | |1 |ICE 3000aseries (webpage only) |- |- |- |Lists of all 3000 series documents .e.g. ICE 3001, ICE 3002 | | | ...
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...Definition of Coaching: The Chartered Institute of Personnel and Development (CIPD) list some characteristics of coaching in organizations that are generally agreed on by most coaching professionals: - • It consists of one-to-one developmental discussions. • It provides people with feedback on both their strengths and weaknesses. • It is aimed at specific issues/areas. • It is a relatively short-term activity, except in executive coaching, which tends to have a longer timeframe. • It is essentially a non-directive form of development. • It focuses on improving performance and developing/enhancing individuals skills. • It is used to address a wide range of issues. • Coaching activities have both organizational and individual goals. • It assumes that the individual is psychologically healthy and does not require a clinical intervention. • It works on the premise that clients are self-aware, or can achieve self-awareness. • It is time-bounded. • It is a skilled activity • Personal issues may be discussed but the emphasis is on performance on work. Differences between Counseling and Coaching: |Counseling |Coaching | |Broader focus and greater depth |Narrower focus | |Goal is to help people understand the root causes of long-standing...
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...The primary aim of my assignment is to look at the issue of end of life care in dialysis satellite units, as these areas tend to be nurse led units. My interest in palliative and end of life care has arisen from the growing number of poorly patients we continue to dialyse, this has proved distressing especially for the patient, who often has unmanaged symptoms and for their families, it is also upsetting for the staff involved in their care, as it is felt nobody is acting as the patients’ advocate and helping the decision to facilitate the withdrawal of what is now an ineffective and unnecessary treatment. One of the latest developments by the Government and Department of health is the concept of Advance Care Planning. I have looked at this from various perspectives and would like to be involved in introducing the process to Sheffield Kidney Institute. In 2004, the number of patients receiving renal replacement therapy in England, Scotland and Wales was 33,511, this figure is sourced from data which has been made available to them from participating renal units throughout the country, the number of patients receiving dialysis since 2000 has risen by 7% (Ansell et al 2005) with it projected to rise by a further 10 percent over the next 5 years (Ansell et al 2005). About 15-29 percent of deaths of patients with end stage renal disease results from a decision to discontinue dialysis (Davison 2006). Importantly we need to explore which patients especially those reaching...
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...Ethnocentrism d. Egocentrism 2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements a. Job analysis b. Job rotation c. Job circulation d. Job description 3. This Act provides an assistance for minimum statutory wages for scheduled employment a. Payment of Wages Act, 1936 b. Minimum Wages Act, 1948 c. Factories Act, 1948 d. Payment of Gratuity act, 1972 4. __________ is the actual posting of an employee to a specific job a. Induction b. Placement c. Attrition d. None 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as a. Training b. Development c. Education d. Mentoring 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events a. Planned change b. Technology change c. Structural change d. None 7. It is a process for setting goals and monitoring progress towards achieving those goals a. Performance appraisal b. Performance gap c. Performance factor d. Performance management system 8. A method which requires the rates to provide a subjective performance evaluation along a scale from low to high a. Assessment centre b. Checklist c. Rating scale d. Monitoring 9. It is the sum of knowledge, skills, attitudes, commitment, values and the liking of the people in an organization a. Human...
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...emotions to be delved into, as well as behaviours and thinking patterns. This would improve the client’s condition through the facilitation of benign changes. However counselling does not solve the client’s problem, counsellors merely serve as guides, assisting the client through their problems. Counselling can stretch over any period of time. Counselling typically uses a theory-based approach, usually with the psychoanalytic, person-centred, cognitive behavioural and psychodynamic theories being utilised. Depending on the theory or theories used, the counselling could either be directive or non-directive. Directive counselling refers to the counsellor advising and helping the client to realise his goals, while the non-directive approach, predictably does the opposite. Counselling would require a large amount of formal training. Peer counsellors, who can be friends, colleagues and family members, are non-professional counsellors. They cannot counsel others as they already know who the client is and have an impression of the person. This would lead to them being biased, due to the perception that they already possess of that individual. Paraprofessional...
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...produce good results. Future Oriented: Effective HRM helps an Organization meet its goals in future by providing for competent and well motivated employees. 3. Performance Appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic and objective way of both work related behavior and potential of employees. It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally, establishing a plan for improvement. Performance appraisal can be done for evaluation and development both. 4. On the job training covering job instruction training, coaching, mentoring, job...
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...writing Report Writing Effective Learning Service Report Writing Bradford University School of Management Report Writing REPORT WRITING A report is a form of communication in one or more of the following ways: Written form Verbal form Audio-visual form A report is a form of communication that will do one or more of the following: describes analyses summarises criticises or praises makes predictions about … a subject and is based on an analysis of current or past events or identifiable phenomena. If you are studying on an undergraduate or postgraduate course you will be expected to write reports and to present findings in both written and verbal and/or audio/visual forms. You will, for example, write reports: • • • • for module assignments, e.g. case study reports presenting the results of an individual research project summarising the result of a group project and presentation reflecting on a work experience or other placement you were involved in Effective Learning Service 1 Bradford University School of Management Report Writing What’s the difference between a report and an essay? There are two main differences: aim and presentation. Aim Essays give you more opportunity to expand on possibilities, ideas or concepts. Reports deal with describing and/or analysing actual past events. Reports can be written that make predictions or recommendations for the future, but these are usually the result of an analysis of past events or of current or...
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...CONTENTS EXECUTIVE SUMMARY INTRODUCTION - Definition of coaching - Definition of mentoring - Application Part A) Identify the process steps need to be taken to assess the learning needs of the organisation * Step 1: Perform needs analysis * Needs Assessments * 1) Organisation Analysis * 2) Task Analysis * 3) Individual Analysis * Step 2: Identify priorities and important * Step 3: Design Phase of training and development * Step 4: Implementation * Summary Part B) Identify and compare the costs and benefits that introducing a coaching system would involve * Cost * Benefits * Benefit 1: Recruitment and retention * Benefit 2: Continue Learning * Benefit 3: Several Skill Acquisition Part C) Identify KPIs that they should expect to achieve through the implementation process Part D) Identify the key stakeholders that will need to be involved in the process and how their support can be built. Part E) Case Study Example – ASDA Recommendations and conclusion EXECUTIVE SUMMARY High performance and contemporary company need to acquire a much broader set of skills if they are to survive in the world of modern business. The pace of change is unpredictable fast, partly driven by the advances in information technology and the pervading influence of globalisation – has become relentless. The complexity of work has increased while career paths have become less obvious due to the flattening...
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...Church Model Analysis 3 Introduction Neil Cole, author of “Church 3.0: Upgrades for the future of the church” innovated ideals on church planting. Cole is pastor of Awakening Church and executive director of Church Multiplication Associates. Cole incorporates modern day terminologies to attract an un-traditional audience to participate in multiplying the new organic church. Cole extensive experience in nurturing , mentoring and starting churches are conveyed within this book to offer a new outlook on disciple making within a different context incorporating some of the first century principals into the twenty first century. Summary Church 3.0 an objective narration of a futuristic approach of global church multiplication by upgrading to a new relational system of sharing the Gospel. A new concept with first century reproducing principles incorporated into the application of multiplication by purposing going away from institutionalized church to a smaller personalized church. The book contains leadership network, foreword, preface, acknowledgements, introduction, three parts contain two sections in part one, five sections in part two, five sections in part three, conclusion, notes, The Author and end with the index. “Leadership network titles” consist of a list of books by other authors who support Cole philosophy. Next, contents follow by “about leadership network” where he provided history on his organization and their network. The “foreword” presents a story...
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...those factors that influence the performance of those job requirements a. Job analysis b. Job rotation c. Job circulation d. Job description Answer: Option ‘a’ – Job Analysis 3. This Act provides an assistance for minimum statutory wages for scheduled employment a. Payment of Wages Act, 1936 b. Minimum Wages Act, 1948 c. Factories Act, 1948 d. Payment of Gratuity act, 1972 Answer: Option ‘b’ – Minimum Wages Act, 1948. 4. is the actual posting of an employee to a specific job a. Induction b. Placement c. Attrition d. None Answer: Option ‘b’ - Placement 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as a. Training b. Development c. Education d. Mentoring Answer: Option ‘b’ Development. 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events a. Planned change b. Technology change c. Structural change d. None Answer: Option ‘a’ -Planned change 7. It is a process for setting goals and monitoring progress towards achieving those goals a. Performance appraisal b. Performance gap c. Performance factor d. Performance management system Answer: Option ‘d’- Performance Management System 8. A method which requires the rates to provide a subjective performance evaluation along a scale from low to high a. Assessment centre b. Checklist c. Rating scale d. Monitoring Answer: Option ‘c’- Rating Scale 9. It is the...
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