Putting Coaching: Puting Into Action By T. Collins

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.

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.

The first coaching model to be critically appraised will be the GROW model. GROW is an acronym for Goals, Reality, Options and Will/Way forward. The GROW model was created by John Whitmore and popularised from his book in 1992, the model proceeds through the four phases, each edging the client closer to their desired goals realistically. Each phase consists with around three or four open questions initiating thought by the client as to what he or she wants and how they will get there. A major advantage of the GROW model is that the questions are fairly simplistic, although they would have to be conducted in a way which followed Whitmore’s techniques they are straight to the point.

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

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

One definition of coaching is “Coaching is unlocking a person’s potential to maximize their own performance.” (Coaching for performance, Sir John Whitmore 1992). Or to expand on this; Simply defined, coaching is one person guiding another through a process, leading to performance enhancement. The applications can vary, support to achieve a specific project, helping an individual to do better what they already do well, or developing a skill they don't yet possess.

Coaching allows an individual to ‘unlock’ their potential through use of questioning techniques to find their own solutions and develop

What is coaching – “The coach works with the clients to achieve a speedy, increased and sustainable effectiveness in their lives and careers through focused learning. The coach’s sole aim is to work with the client to achieve all of the client’s potential-as defined by the client” The Coaching Manual Starr, J 2008.

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.

The coach sees himself as preparing people not only for achievement in sport, but through sport for a life of personal fulfilment and for the enrichment of community.

Coaching can take many forms, life coaching, business coaching, performance coaching etc. As with mentoring and counselling it is about helping the individual to gain self awareness, but it is goal focused and action is required so that the individual can move forward. The goal setting process has two components: skill development and psychological development. The outcome sought is that the "coachee" will achieve the goals set, and

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.

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.