Case Study : Lessons Learned With Coaching An Emerging Leader

More and more companies are using coaching to create a pipeline of leaders and to develop managers who can coach their own teams and help develop their employees’ career paths (Gurchiek, 2016). For Walmart and other organizations, leadership development is critical for driving revenue, engaging employees, and achieving and maintaining high overall productivity. Walmart could utilize their coaching initiative not only to improve employee performance but to groom and train their future leaders in soft skills to assist in the development of team members in reaching their full potential (Lunken,

With an inexhaustible curiosity Tom can be counted on for a highly collaborative, reliable, but flexible use of evidence based facilitation and coaching methods. Tom Krapu, PhD, PCC helps his organization leading clients create impact across their organizations that lead to lasting and meaningful results. Whether it is developing leadership or creating a powerful culture in their organization, Tom's optimistic, but real facilitation expertise and leadership coaching increases the effectiveness and sustainability of the organizations where he works.

Examining how students can greater develop their leadership potential has come to the forefront of education, education based athletics, and intercollegiate athletics in recent years. Recent research by (Grandzol, Perlis, Draina, 2010; Forrester & Borsz, 2008) has shown that those who are put into a role as a peer leader tend to develop leadership skills. Those individuals in peer leader roles have benefited from the opportunities they have been exposed to in those roles. In the summer of 2011 Dr. Christina J. Grandzol published a study entitled “An Exploratory Study of the Role of Task Dependence on Team Captains’ Leadership Development.” This study focused on 31 NCAA Division III team captains. While being a peer leader has been shown

Collins (2002) mentions the importance of coaching people through transitions. He notes the large cost to society if transitions fail–one such transition occurs when

Leadership and coaching go hand in hand in many ways because to coach is to lead, and to lead is to coach others. Indeed, leaders and coaches, whatever the title are really mentors within the context of a particular organization or activity. For centuries, scholars and philosophers alike have been trying to find a specific and complete definition for coaching and leadership, but have not had much success. True, leadership is, in part, decision making at the nth level; while coaching takes that decision making and often compartmentalizes it into split-second action (Rhodes, J., et al. 2000). In the era of gloablization, this has become even more critical now that there are so many divergent cultural opportunities that require new skills, approaches, and even that allow coaching to occur not just in the physical environment, but in the virtual as well, with no regard for geographic or political boundaries (Drucker, P.F., et al. 2001).

In the business world, measuring and evaluating is very important to be able to look at how successful or unsuccessful a leadership pipeline is. To measure the success, it should be put in place during the initial development phase. The way to measure success is by looking at internal versus external hiring rates, but of course there are a number of other ways to measure the success of a leadership pipeline.

I’ve found many organizations that could help me in on professional development, professional organizations, and finding a mentor. The one that stood out to me was the ICF( International Coaching Federation). The ICF is an organization who’s purpose is to advance the art, science and practice of professional coaching. The ICF has independent certifications and a large network of coaches. Being involved in the organization would allow coaches to develop coaching skills, establish a professional standard, and network. It also includes discounts on events, staff support, and continuing coaching education. To join there is a $245 fee that is billed annually, as well as a Membership Eligibility Requirements. Having a mentor can be a very useful

Solutions to coaching and mentoring a large UK-based customer facing organisation over a two year period and beyond

Desimone, L. M., & Pak, K. (2017). Instructional coaching as high-quality professional development. Theory into Practice, 56(1), 3-12.

In Leadership Coaching, the second key of caching is to make great questions for the client. The types of elements to make great questions are open, asking bigger questions, solution- oriented, probing, direct, revealing and ownership each one of these have a particular task to ask the client at appropriate times (Stoltzfus, 2005). Questions help the coach to focus the conversation where the client needs to explore further and to dig deeper to gain a clearer picture for his or her motivation (Stolzfus, 2005). Open questions help to keep the client in control and assist the coach in gathering more information to help the client to find his or her discontent (Stolzfus, 2005). With open questions helps the client to think out loud and walk through

Leadership is an important factor within a business environment and often plays a significant role in achievement of organisational success (Landis, Hill & Harvey 2014). However, leadership is an art, therefore there is no simple formula for effective leadership (Hughes, Ginnett & Curphy 2015, p.33) and a leader’s effectiveness can often only be understood in the context of the leader-follower-situation interaction model.

In a business there are several different factors, and attributes that can excel or hinder a company’s environmental and economic success. Most people believe that a business’s longevity relies solely on its profits and regulations, when in actuality, it is the coaching and the leadership of the business. In fact, coaching and leadership are the greatest attributes that accumulate to a company’s success, but if they are abused, or misused, they can cause severe damage to the company’s well-being. For this paper I will be covering the topics of coaching and leadership in the workplace and will be giving different types of styles for both concepts. I will also evaluate the correlation between the two and will give several examples throughout to help comprehend the topics. I will then explain how these attributes can be abused and can cause more harm to a company than good. I will conclude my paper by highlighting all of the main points throughout the paper, and then give my own opinion on the subject.

The benefits of their improvements spread to the rest of the organization in the form of improved trust, increased productivity, and a less emotional work environment. By eliminating the personal obstacles, Bob and Betty were ready to envision a succession plan.

The benefits of their improvements spread to the rest of the organization in the form of improved trust, increased productivity, and a less emotional work environment. By eliminating the personal obstacles, Bob and Betty were ready to envision a succession plan.

Immediately within the first introductory chapter of Northouse’s (2016) Leadership: Theory and Practice, I learned that I have been exhibiting management traits rather than leadership traits. I have exhibited functions of planning, organizing, accomplishing activities, mastering routines, and orderliness (Northouse, 2016). I feel this has been my distinct, vital role as Assistant Director of Residential Operations & Planning. But as I have developed over the years, I am now ready to enter this leadership role and begin to master skills such as producing change, creating vision, creative thinking, and motivating intrinsically (Northouse, 2016).