Rational Emotive Behavioral Coaching Analysis

     In the following essay, I will argue that Herbert “Herb” Brooks was a charismatic leader due to his powerful motivation and his high expectations. He expected great things from the players he coached, but mostly, he expected them to think of the team and not themselves. He motivated with a powerful punch, mostly through fear, but was able to unite his teams and eventually the country.

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

I met with nineteen individuals (listed below) and one group during my three-day visit. I was not able to meet with two people due to a schedule a conflict and vacation. I met with three new people due to promotions or new leadership assignments.

When I think of a coaching philosophy I think it should directly reflect on who the coach is as a person. Everything they do as a coach should define who they are as a person and their morals. I think they should want their players to follow those morals and act the way he would want his kids to.

The definition of executive coaching will vary slightly from the HBR to Wikipedia…depending upon the depth of the thesaurus used. Executive coaching boils down to a contractual, personal bond between a professional coach and an executive or manager to design, create, master, refine, or redefine, the executive’s leadership style, goals, and objectives. Even though the coaching is executed in a one-to-one process, corporations are reaping the profits of having well adjusted, proactive, productive, and healthy executives.

My exposure and engagement with the materials and ideas presented in Coaching for Performance have influenced my leadership philosophy immensely. A larger understanding of the impact that coaching can have on myself and those I work with has bolstered my belief in the weaving of servant and situational leadership styles and how I can approach challenges in a new manner by embracing a coaching perspective. The goals presented in this paper are a starting point in my journey to explore how I can explore avenues to implement a coaching culture in my present school, and district. I know this will be a complex task, but I have been exposed to a variety of resources and concepts not only from the course material and interactions with my peers but

A coaching philosophy is a statement of what you value and how you approach your coaching role (Mitchell, 2013). Your philosophy should guide how you behave as a coach and how you interact with your athletes (Mitchell, 2013). As you mature and develop as a coach, your coaching philosophy will likely change as they are shaped by your experiences and life situations (Martens, 1996). As a coach, you should never care about what your players think about you while they are playing, but what they think about you 10 years after they graduate (Winkles, 1999). If you are trying to be their friend while you are coaching, they will not respect you. It is more important that you be tough on them and to help them to become better people with character.

I believe that athletes excel in sports they enjoy and I hope to make the experience the best it can be for them,

Team building competences are best acquired when you develop clear detection of roles such as with leaders and manager. Seeking to put people in positions where they can be the most effective in getting things done and being successful. We also welcome feedback and feedforward approach to once again foster creativity and promote more communication between everyone (Wakeman.C, 2015). From a leadership position, the feedforward approach is another way at also looking at future performance, which is good for the health of the organization. The feedforward approach and coaching focuses on goals, not standards

The techniques and behaviors of coaches differ all over the world, and some produce better results than others. A coach with a bad behavior and bad coaching techniques could not only result in poor performance but also a drop in the self-esteem of players. It could also result in a player quitting a sport. There are many different ideas on what effective means. Many would believe that a coaching technique is effective if it produces a win. While this is a true, a coaching technique is also considered effective when a coach sees an improvement in the skills of his players. Positive coaching techniques include both skills in a specific sport and the mentality of the

Coaching depends on the outcomes and behaviors of the individual involving in the coaching process. (Goldsmith, lyons, & McArthur, 2012).

Collins explains that coaching is about action so putting coaching into action is a key goal to see success in the client that the coach coaches. For the author of this paper to be able to use this skills and tools that are given from the book to be placed in acting when helping individuals to reach their full potential and goals. To be able to do continue to do this is to continue studying and learning about coaching. One goal is to become a certified coach and having a specific coaching area to focus on. The author of the paper is going to study the different type of coaching till she finds her true desire or niche. This will help the coaching progress to be more successful for her and the clients. To be able to do this, she is going

Participants discussed how a coaching culture could be created across the Health Services and spoke of models used in other organisations where the line managers are trained in coaching skills and approach supervision and management of teams with a coaching approach and style. Managers in some organisations engage in this managerial style which complements the coaching service and embeds a coaching culture within the organisation.

This paper sets out to describe a theory known as Rational Emotive Behavioral Theory (REBT) which is a form of Cognitive Behavioral Therapy (CBT) which I used with my client. Readers will discover detailed information about this theory, including the basic beliefs of this theory, the interventions of this theory that I utilized, and how changes occur in my client’s life by using this form of therapy. Readers will also discover how I monitored my client’s progress throughout the intervention stages. Along with this information, readers will also be informed of how I held myself accountable as my client’s social worker by having my work evaluated. The final information, that readers will learn, is how I would terminate counseling services with this client according to REBT.

An increase in team and group coaching publications over the last number of years (Clutterbuck, 2014; Thornton, 2010) indicates significant development within this context (Carr & Peters, 2013). Diverse explanations of team coaching highlight either accomplishing specific and immediate short-term performance goals, or building longer-term sustainable capacity of the team as a learning organism (Hackman & Wageman, 2005; Thornton, 2010; Clutterbuck, 2014). Other theorists suggest a more hands-on approach by the team/group coach with a high level of responsibility for the performance of the team (Skiffington & Zeus, 2000). Carr and Peters (2013) propose that team coaching is a ‘systemic approach’ that assists a team to make best use of their