Opportunity Identification Paper

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

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

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.

Experiencing a coaching management style will ease some staff into this method of communicating without the need for all of the planned coaching and mentoring programme. The session about using the GROW model or different coaching styles could be combined depending on the needs of the staff. Flexibility will be required with the implementation.

In order to determine what behaviors would be effective in inspiring James to be productive, James’s supervisor needs to make select a coaching style that would be most effective in encourage James to develop his skills, knowledge, and capabilities. According to Aguinis (2013), there are four different coaching styles: driver, persuader, amiable, and analyzer (p. 233). The driver style describes a tactic that entails the coach taking a directive approach to coaching the employee (Aguinis, 2013, p. 233). According to Aguinis (2013), a coach who use the driver style tends to be assertive and quick to speak and usually speak about tasks and facts and usually omits personal feelings (p. 233). Conversely, the persuader coaching style describes an approach in which the coach explains the benefits of the coach’s directives (Aguinis, 2013, p. 233). Aguinis (2013) states that, like the driver coaching style, the persuader coaching style denotes coaches that are assertive, yet talk more about feelings and relationships (p. 233). Aguinis (2013) also states that the amiable coaching style emphasizes the importance of feelings and intuition as a guiding principle in coaching (p. 233). Lastly, the analyzer coaching style is inclined to follow logic, rules, and standardized procedures (Aguinis, 2013, p. 233). In addition, the analyzer coaching style is likely to enlist the use of facts and tasks in its approach, much like the tactics used in the driver coaching style (Aguinis,

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

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.

Complete all training of personnel within three months of implementation, with periodic training held on a weekly basis from

2. Development of a comprehensive in practice training program which will focus on one to one coaching necessary to ensure optimal results, this design program will include:

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.

In coaching, there are many skills that can be useful. The importance of each skill set varies on the client. There are many benefits of refining your skills and learning new ones, but there are also some challenges that come along with them as well. In this paper, I will discuss some strengths and challenges of each skill.

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.

My experiences with my professional coaching sessions were very challenging to say the least. When I decided to begin graduate school, I never imagined I would be coaching my peers and they would be coaching me during my first quarter. Nonetheless, I enjoyed the experience and I learned a lot while participating. In my circle of friends, I am the one always handing out advice whether it is solicited or not. Because of this, I assumed these sessions would come natural to me. However, I learned by me forcing my opinion and advise on others I was trying to control them. Whitmore (2009), states