How Leadership Style Can Affect Coaching

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

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

Coaches need to have certain skills and knowledge to undertake the role. In my opinion a coach needs to be patient, supportive, interested, aware of others as well as self, attentive and perceptive. Such elements underpin effective coaching and a genuine interest in the person being coached.

Credibility is another important factor when matching coaches and clients. Boyce, Jackson and Neal (2010) state that, “credibility refers to a coach possessing the necessary credentials to meet client needs and include coaching competence and experience” (p. 917). Not only does credibility involve the coach’s competence and experience, but their ability to hold true to their word. Clients’ expect coaches’ to follow through on their word. With time, this ultimately forms the client’s

Young Leadership: In seeking to examine, promote, and advance the success of Teaching and coaching in an organizational setting, the national and International Consortium for Coaching in Organizations is intended as a forum for all people involved in coaching in organizations: the organizational users of

Finally, I would use all these examples of coaching in my own coaching. The thing that means the most to me in coaching is this: 1) Be me, listen thoroughly without interruption or daydreaming. 2) Master the art of critical thinking questions that help guide the client to look inwardly to discover the answer that is right for them, not me. 3) Empower them with positive reinforcement. 4) Love them like Jesus

Collins (2009) explains how support is the most distinguishing factor in coaching (Collins, 2009, p. 85). The client needs to feel supported and respected to make strides in coaching (Collins, 2009, p. 85). I believe by welcoming my client and actively listening to the information being shared, as well as, guiding instead of giving advice, my client will be able to see I am committed to the coaching. I believe when these skills are presented and maintained within the coaching process, the client will be more willing to tackle difficult

Thus, we can define leadership as a coaching model, or a framework to use as an underlying structure to build teamwork, confidence, improve performance and behavior, and in most any aspect (business, education, sports, etc.) utilize these theories as a way to actualize goals. Because humans are so unique and individualized, there are a number of theories from which to draw from and most agree that the integration of a multidisciplinary approach and field of knowledge is what allows one to become both more tactical and strategic.

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.

Being a leader has many advantages and disadvantages. Could coaching an employee be helpful for all involved? Being in a management position there is the need to be the devil’s advocate and approaching employees in a delicate manner to engage in the conversation that something issues need to change. What is the definition of coaching when working with adults in a workplace? Do managers need to be coached on how to coach? These are items will be addressed in this essay for anyone who is in or is planning on being in a managerial role. All the skills needed to provide a safe and healthy work environment for every employee.

The purpose of the research outlined in the article was to determine specific factors that constitute a helpful executive coaching experience through the perspective of coaching clients (de Haan et al., 2009, p. 25). As the authors extensively explained, there is sufficient prior research focusing on the client satisfaction and professional performance impacts of coaching, but there is a gap in the research

While direct questions are a profitable tool for coaches to make assessments, leading questions can be used to test hypotheses and assumptions about the client’s situation or responses (Neenan, 2009). When asking leading questions, however, the coach should hold lightly to their own opinions (Dunbar, 2009). When a client does not respond in the expected way, the coach should let go of the expectation and follow the client wherever they lead the conversation (Dunbar, 2009). After all, the coach is just a facilitator and any progress made, or not made, in the course of the coaching process is in the control of the client.

Coaching, however challenging, is a great way to influence the lives of others while also building their character. For as long as there have been sports, there have been people teaching the sport to the players and making them better at it. Coaches must have certain qualities in order to obtain success. One must also look at a coach’s motivation for his job, his passion for what he does, his methods for coaching, and how he became a coach in order to fully understand him. There are many questions someone may want to ask a coach about his profession if they are interested in coaching. Some questions would include: Why did he choose this as a profession? How did he get into coaching? What does one have to do to get a job as a coach? How

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.

Aguinis (2013) describes coaching as the manager’s ongoing effort to guide the employee’s performance by collaborating with the employee, advising the employee, reinforcing desirable behaviors, and assisting employees with capitalizing on improving their areas of opportunities (p. 227). In order for coaching to be successful, managers should follow four important guidelines: coaching requires collaboration and respect, the employee has the power to change, each employee is unique, and the coach enables change (Aguinis, 2013, p. 228). Essentially, the coach’s role in the coaching relationship is to provide direction, support, and counseling to form developmental objectives and attain them (Aguinis, 2013, p. 229). According to Aguinis (2013), coaches transform their feedback that manifests itself in the employee and the employee’s performance by establishing goals, communicating effectively, inspiring the employee to attain their developmental goals, maintaining a record of the employee’s performance, providing feedback on performance, identifying the employee’s areas of opportunity, and provide the means to develop the employee’s knowledge, skills, and abilities (p. 230). Gregory and Levy (2011) underscore the importance of the coach’s openness to feedback, as it could provide the coach with valuable knowledge of how to be a more effective coach (p. 68). Lock (2008) states that the purpose of developmental coaching is to improve the employee’s performance (p. 103).