Development Level One : Novice

The goal of this essay is to develop a plan that will address the characteristics of “Learning Team D” including the team member designated as manager. If the plan is effective it can be used to determine the needs of the learning team. It can also be used a as a tool for the members to assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their career goals.

* 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

| 1.1 Explain the importance of continual self-development in achieving organisational objectives1.2 Assess current skills and competencies against defined role requirements and organisational objectives1.3 Identify development opportunities to meet current and future defined needs1.4 Construct a personal development plan with achievable but challenging goals

Learning and development are connected in the following ways. Learners will need guidance to understand what it is they have to learn and what is expected of them, letting them know

The employees stated the lack of effort to master the new process may be due to the lack of physical dexterity needed. Management may be able to address this issue by pairing who have successfully mastered the new process with those that are having issues. By mentoring the employees that have doubts about their capabilities, they may find that they are indeed capable of the new process, leading to their belief that they have the physical aptitude to complete the tasks required. Mentoring will help these employees with self-efficacy.

Training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others. The conflicts that are the best part of career consequences are those that take place between employees and their bosses. Tempting as it is, nobody ever enhanced their career by making the boss look stupid. Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone won 't compensate for a sour relationship with a superior, peer, or customer. Typical roles in the field

The short-term development or trainings process for foremen should include a mentorship program with supervisors and managers. This process would help ensure that new foremen feel supported and that they are not left to “sink or swim”. The long-term training process should include technical as

Both Coach Simms and coachee John have agreed that coaching is an appropriate and needed intervention to cooperatively address and resolve the challenge with opportunities for improving skills.

The use of coaching by individuals and organizations has increased rapidly in last decade. As role of coaching is growing over the time, so has the need to find ways of assuring quality of the coaching services being provided. Coaching supervision is an essential part for continuous professional development of coaches. It’s the essential link between theory and coaching practice, the main source of assuring quality, to mitigate the risks may inherent in coaching. It can also help to increase the return on an investment in coaching and to provide evidence of that return.

The Novice or beginner has no experience in the situations in which they are expected to perform. The Novice also lacks of confidence to demonstrate a safe practice and requires continual verbal and physical cues. Practice is within a prolonged time period and he/she is unable to use critical thinking. The novice is not able to recognize when rules do not apply or are inappropriate for the given situation.

5. Roles and responsibilities 6.The match 7.Orientation session 8. The engagement 9. Coaching session 10.Goal setting 11 .Action planning 12. Active learning 13. Progress review 14.Reporting.

We introduced this model to help the young learners understand that technical ability unaccompanied will not be enough on the pathway to excellence. They must understand that barriers or challenges such as injuries, growth spurts, external pressures, financial issues and self doubt could all potentially face them as they grow and develop in the game. To add to the complexity of the 4 corner model even cultural, faith and ethnic issues which arise with diverse groups are taken into account.

The coach tirelessly pursues personal education, formally and informally, both in the performance related sciences and in liberal arts. He sees the journey to coaching excellence as a never ending story; seen not only in terms of a chosen sport and coaching theory and practice, but in understanding how to successfully live a balanced and full life, while facing tougher and tougher challenges in the chosen field of endeavour.

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.

Guest and Kenney present the criteria influencing the design of training programme and list these influences as resources available, skills of trainer(s), types of trainees, principles of learning, learning objective and methods and media for learning.