Coaching Models : Coaching Model

The UK coaching framework was revised in 2012/2013 and a more concise document based around ‘Excellent Coaching Every Time for Everyone’ which provided a focus on four main key objectives, these were:

I will inspire athletes to demonstrate good character. Sports do not have an influence on one’s character; however, coaches can strongly impact athletes’ character, both negatively and positively. For this reason, I will work to coach in ways that support the growth of athletes’ character and create learning opportunities and situations in which athletes can practice and learn from. As a coach, I will lead by example and demonstrate good character because actions speak louder than words. I will do this by embodying sportsmanship and respecting athletes, opponents, other coaches, and referees. I will also show this to athletes by respecting, caring, and being trustworthy. I will also lead by example by staying

Teaching is an extremely important profession as we are responsible for training up the future generations of our community, country and in effect, the world. In order to be a successful and effective teacher there are some basic skills and competencies that one must possess. The experiences that students have inside (and outside) our classrooms, schools and various other institutes will shape and mould their approach to our subjects and to life in general. Therefore, it requires a certain level of skill and training to be deemed professionally fit to enter into this career path and even then, continuous

Cognitive Coaching provides a potential end to teacher isolation and strives to improve teacher efficacy by “helping teachers expand their repertoire of teaching styles by exploring untapped resources within themselves” (Dildy, 2001). However, most school districts have New Teaching Programs seldom use the cognitive coaching method. Most school districts assign a mentor and require new teachers to attend monthly

This independent reading report focuses on Tools For Teachers by Fred Jones. This book is excellent at describing the nuts and bolts of teaching. It is a refreshing balance to the theoretical works of Vygotsky and Piaget, and it is a solid start for people who are focused on the tangible, practical aspects of what to do at 8am on their first day of classes, when the “Zone of Proximal Development” just doesn’t seem helpful enough. Dr. Jones, a psychologist from UCLA, based his methods off of countless hours of observing natural teachers. When he’d interview these naturals and asked them why they were successful, he found they weren’t able to articulate the tangible things they were doing. This book is Dr. Jones’ best shot at this articulation. It’s a practitioner’s manual; backed up by evidence, but not overloaded with jargon. It is the best educational book I have ever read. In this report, I will describe how Dr. Jones defines classroom management, detail the primary tenants of his system, discuss the differences and similarities of Dr. Jones’ system to the research and ideas we’ve learned about in class, and present how the ideas from Tools For Teaching have practical application in my own future classroom.

Coaching is a useful way to develop people’s skills and abilities, and of boosting performance. It can also help deal with issues and challenges before they become major problems. Coaching typically begins with a personal interview with the employee to assess the situation, review current opportunities and challenges. After the interview, priorities for action are established along with specific desired outcomes. Individuals may also be asked to complete specific action items in a certain period of time that support the achievement of desired goals. Resources may also be provided such as articles, checklists and assessments.

Tell me about yourself and your background. (college you graduated from, where you coached, etc)

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.

I met with nineteen individuals (listed below) and one group during my three-day visit. I was not able to meet with two people due to a schedule a conflict and vacation. I met with three new people due to promotions or new leadership assignments.

Over the past five years Robert Marzano has made a huge impact on how I see and implement instructional skills. The amount of research he has acquired makes all of his findings and teachings relevant and reliable. I have become an educator who thrives on researching best-practices to incorporate in my classroom. Additionally, my lessons are based on Marzano’s Framework for Quality Teaching and Learning. I have become so familiar with the elements that I have provided mini-training sessions to teachers at my school site. I share the same mindset as Marzano in believing that “Teachers who set pedagogical growth goals and work to achieve them, either alone or with a coach or administrator, improve their expertise and instructional skill”

Apart from assisting in examining the root problem, the theory is also useful in coaching. This is defined as developing a significant relationship between client and consultant personnel who uses a range of behavioral methods and techniques to attain mutually identified goals (Peel, 2005). The goals differ from one client to another depending on factors such as gender, religious identity, ethnic background, and socioeconomic status. Depending on each client's affiliation on different social dynamics, a social worker can identify what to do to develop an effective coaching strategy. For instance, Bandura (2005) suggests that although individuals might be exposed to the same stimulus, they might respond differently. Moreover, their rewards to

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

I have always been told that “coaches make great teachers”, I never questioned this statement until I desired to be a teacher. During my hire as an assistant coach at RCC I also strive to become a teacher. I took up the opportunity to be a guest speaker and teachers aid for a sport psycolohy class. After every class the teacher commented on how I did, the good and bad. This helped me tremendously. This experience showed me that all my experience as a coach, as a girls bible study leader, and as a student myself gave me all the tools I needed to be a good teacher. Though this I found a new love and passion to teach.

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.

Little to no empirical data exist on the impact of life coaching and achieving goals (Grant, A. M.). Goals are critical factor when it comes to building long term success in life. This paper will address explaining the questioning strategy used to determine the goals of clients, describe challenges faced in the application of the skills learned and overcoming those challenges, describing client’s reaction to roadmap for success, and recommended resources and continuation of services for the client.