Psy 270 Week 6 Coaching Action Plan

The first goal of stage three is to solidify positive relationships between members. The second goal is to engage in more mature negotiations about group roles and organizational procedures. Once the three are stages are worked through the n the fourth stage, Work (Wheelan, 2013), can be accomplished. Wheelan (2013) identifies the fourth stage as a time of intense team productivity and effectiveness. This is the stage that is the result of creating the effective team. Once the four stages have been identified and understood, Wheelan (2013) goes on to elaborate on how a group leader can keep the team effective. Wheelan (2013) speaks of 10 keys to productivity (goals, roles, interdependence, leadership, communication and feedback, [discussion, decision making and planning], implementation and evaluation, norms and individual differences, structure, cooperation and conflict management). Wheelan (2013) also shares the ways that group members become effective team members (don’t blame others, support the leader, promote effective problem-solving, etc…) as well as how a leader can be an effective team leader (be direct and confident, involve members in leadership, adjust your leadership style to the group, etc…). Finally, Wheelan (2013) highlights effective organizational support for teams, which includes an organization support checklist.

The aim of the final step of stage two is for the helper to evaluate the commitment level displayed by the client to achieving their goal. The helper

The first step in the process is to identify and define the problem at hand. During this step, all the information is gathered and looked over. This allows for the problem to be clearly identified and hopefully making the whole process easier. Step two of the process is to begin generating possible solutions. In this step, managers can begin formulating one or several potential solutions (Lombardi, Schermerhorn, & Kramer). Before going onto step three, some additional information may be required, because step three is when a plan of action is chosen. In the fourth step, the chosen plan is implemented. It is the responsibility of the manager to make sure this portion goes smoothly. Everyone on the team should know exactly what they should be doing. The final step in the process is to review the results. In reviewing the outcome of the action plan that has been chosen, you may find things that need to be altered and you may find things that are going perfectly. At this point the appropriate changes should be made.

Step-1: Determine the purpose of the meeting: Before a meeting takes place, the purpose of the meeting should be determined. All the participants should be informed about the purpose of meeting beforehand, so that they come prepared and can contribute more.

Step2-An investigation and hearing is performed by regional director to ensure they can proceed with an election, have jurisdiction, that a good number of employees are seeking assistance and that the request unit is deemed appropriate and the bargaining agent qualified.

In this step the coach will help the coachee recognize responsibility. The coach would like John to achieve his desire by the goals that were set. The coach will help John, but the ultimate responsibility lies on John to attain his goals. Less input from the coach is beneficial for John the coachee. With too much input from the coach, John the coachee will rely on his coach for continued assistance and direction which is of little benefit to him and hinder development and growth for him.

Third stage of the cycle is STUDY. Kerridge (2012) state that this focuses on monitoring outcomes, evaluating or reviewing the change after its implementation. This ensures that the aim is achieved with a clear quality improvement put in

Phase 1 - Establish the foundation. These alignment and analysis steps are necessary to obtain executive sponsorship and the commitment of resources from all stakeholders. Without a basis of business impact analysis and risk assessment, the plan cannot succeed and may not even be developed.

Muller starts of the book with his “Four Steps to Success”. The four steps gives a CIO or an Executive a simple easy to execute guide to business transformation. The steps to the “Four Steps to Success” are, define, build, lead, and change. Define is the first and arguably the most important step in the four step model. Define is where you create a vision that will drive the transformation process from the beginning to the end. This step is critical because “you won’t be able to succeed unless a critical mass of people can visualize the end result that you are driving to achieve”(Muller) . The next step is Build. Build is when you start to fine tune your vision and turn it into reality. As an executive you have to build a team that reflects your passion, ambition, and commitment to change. You are also expected to deliver your results on time and on budget. This stage requires the most change in

The strength of the stage two: define the issue is that you’re able determine problem presented by your client and plan the ways you to solve those problems and carry out your research.

It should also be seen as means through which goals are set clear and action delegated within an organization. Direction need to be provided to the employees during the coaching process.

To discuss clear goals and develop an action plan and outline for a strategy in regards to the process listed below with the internal team.

In this last stage the result of implementation and the goal set will be compared and the actualachievement of the plans would be calculated, any deviation from the plan would be outlined andcorrective actions will be presented and implemented after the consensus of the executive teammembers.

The goal of stage 1 is to direct a preparatory analysis, propose elective solutions, portray costs and advantages and present a preparatory arrangement with proposals. Conduct the preparatory analysis: in this stride, you have to discover the organization 's destinations and the nature and extent of the issue under study. Regardless of the fact that an issue alludes just to a little fragment of the organization itself then you have to discover what the goals of the organization itself are. At that point you have to perceive how the issue being concentrated on fits in with them.

The first stage, "planning involves developing a systematic process for attaining the goals of the organization...Leaders make change happen through planning instead of reacting to change" (EntEd 2007).