A Leadership Style And Interventions

I think it is safe to say that the coach has several roles to perform; with the main objective being to develop the person being coached. This can be achieved by increasing self-confidence, identifying relevant and suitable topics for coaching as well as agreeing the setting of suitable planned tasks to support the learning process.

Backinsell, D., & Garner, C. (2008, Nov 15). All about coaching: Building relationships to achieve goals. South China Morning Post. Retrieved from http://search.proquest.com/docview/266685669?accountid=12085

* Coaching This is a process that supports and enables an individual to unlock and maximise their own potential, to develop and improve performance. Coaching helps the individual to learn rather than be taught. Coaching believes the individual is best to take responsibility for own actions and solutions with subtle guidance and prompts. This is an excellent way of improving performance through reflection. Enabling control and development to remain with the individual with the coach helping to unlock own potential. The ‘GROW’ model of coaching (Whitmore, 2009) provides a structured model for the coach. G= Goal setting asks questions to encourage the

A coach or mentor can help to give guidance and support as challenges are faced, assisting staff in negotiating challenging situations with increased confidence.

Coaching: helping another person to improve awareness, to set and achieve goals in order to improve a particular behavioural performance.

Basketball teams need a coach that believes in them. The team needs a coach that will work hard to help them achieve the goal of winning. They need a coach that communicates and shows interest in each of the players. On the other hand, they need a coach that can be directive, but also supportive. In the case study this week, Shirley was quite the opposite. Conflicting enough, by all appearances she did not have a total grasp of the concept of leadership in coaching basketball. Factors that could cause the lack of leadership could be confidence or even lack of knowledge (Cohen, 2000). In this paper, Shirley’s leadership style and behavior will be discussed, along with looking at situational factors and other leadership styles that

To be a coach is both extraordinarily perplexing and challenging work. It involves many skills found in an individual. All coaches have their own style of teaching. There is no set system for coaching. All things are thought out carefully, the coach’s philosophy impacts his coaching ideas and targets, and how it affects participants and their surroundings.

Robby wrote, coaching might mean many things to various people, as it is a word defined according to human behaviors applied to a particular setting. It is this reader’s belief his statement is true according one’s study. Robby stated, a definition proves to be difficult to quantify into meaning for every context and situation, in which, after this reader’s careful study on the subject matter, many definitions and characteristics of coaching were found. In addition to the writer’s descriptors used for coaching, which included: personal communication, relationship, passing on of wisdom and understanding, guidance, exemplification, motivation and confidence boosting, trust, sharing, and asking good questions, this reader found others that were relative as well. This reader concur with Robby’s findings in the required books of Edgar Schein, who stated, that coaching and feedback are necessary in order for learners to learn; James Rost, who suggested, that personal relationship based on multidirectional and noncoercive influence which

When someone is first introduced to coaching it is important that the coach gives an overview of the coaching process and the role of a coach within this. It is important to set the ground rules and all both parties to meet expectations set.

Research proved that athletes found their coaches training as well as instruction behavior and their style of coaching did have an impact on individual performance. This was important research for me in understanding how those I coach perceive my leadership and whether or not I am effective as their leader. My teams’ outstanding performance or lack of performance can be a direct link to my type of leadership skills in addition to my training. The primary role of any coach or athletic leader is to help their athletes and improve on their individual performance. “Several sport studies exploring the coach-athlete relationship claim that effective coaching includes basic ingredients such as empathic understanding, honesty, support, liking, acceptance, friendliness, cooperation, caring and respect” (Moen, Hoigaard, & Peters, 2014, p. 76). The challenge for me is finding the balance between being supportive and meeting the individual needs of team members while also enhancing their ability and understanding of the sport. Understanding how to lead and coach various personalities within the team is essential to the team’s

Coaching is the art of facilitating another person’s learning, development and performance. Through coaching people are able to find their own solutions, develop their own skills and change their own behaviors and attitudes.

Coaching often depends upon the process of talking to assist you in developing perspective. The coach will help you

The primary goal of any training program is to prepare trainees to perform effectively on a specific post-training task. The trainer usually determines the training agenda, and trainees must adapt themselves to the process and structure of the training. In coaching the client sets the agenda and determines the goals to be achieved (Druckman.D and Bjork.R, 1991). That having been said, many trainers have excellent coaching skills, and coaches can be

This paper is a critique of preceptor leadership methods. I will describe my current preceptor’s leadership style, giving an example of an observed valuable leadership strategy and why I found it to be successful. Shadowed by an example of an observed unsuccessful leadership strategy, how I responded, and a recommended strategy for the situation described. Ending with the type of leader I aspire to be in the future and my final thought regarding leadership.

People have always asked if there is any style of leadership that is most effective. Nevertheless, numerous theories and models have been created to show that there is no style of leadership that is the best. Rather, styles of leadership need to adjust depending on the variables such as the leader, the situation, the subordinate, the task, the environment and other factors. Paul Hersey, Kenneth H. Blanchard, and Dewey E. Johnson noted that if the leader’s style of behavior is appropriate or matches the situation it is considered effective. If it is not appropriate to a given situation, it is deemed ineffective. The difference between the effective and ineffective styles is often not the actual behavior of the leader, but the appropriateness of that behavior to the environment in which it is used. In reality, the third dimension is the environment.