Summary Of Adapting Alex's Personal Coaching Style

plan for, monitor and reflect on their professional development. Learners will then be able to investigate and

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,

* Set developmental goals with each employee. These goals focus on building the employee’s expertise, skills, and abilities. The idea is to make strengths even stronger, as well as to develop the areas in which the employee’s knowledge and skills are deficient. As you provide your team members with these developmental goals and support them to attain them you will be building the company’s future and displaying to your team that you are there to support and develop their career.

| 1.1 Explain the importance of continual self-development in achieving organisational objectives1.2 Assess current skills and competencies against defined role requirements and organisational objectives1.3 Identify development opportunities to meet current and future defined needs1.4 Construct a personal development plan with achievable but challenging goals

Jovita Carranza has demonstrated determination and commitment throughout her various careers at UPS. These skills have taught her how to develop others, interact with her team, and drive others to be just as committed to positive results. Carranza mentions that being committed and working hard are some of UPS’ values and she mirrors them in her personal and professional life. She also seems to follow them in the development of her followers, or in her coaching. Hughes, Ginnett, and Curphy describe coaching as “a key leadership skill that can help leaders improve the bench strength of the group, which in turn helps leaders improve the bench strength of the group” (2015, p. 69). Specifically, Jovita Carranza helps the group with informal coaching which helps change their behaviors. The thirty years she has been with the company, and her work capabilities may already attract followers to the work group. They also demonstrate her loyalty to UPS and show that she is trustworthy; this is the first step of informal coaching. Peter and Hicks give that “the best informal coaching generally consists of five steps: (1) forging a partnership (2) inspiring commitment (3) growing skills (4) promoting persistence and (5) shaping the environment” (as cited in Hughes, Ginnett, and Curphy, 2015). To conclude, I think she has also demonstrated great listening skills, she is able

In the content of this paper you will see that there is every organization expects their employees to maintain a level of professionalism in their behavior and conduct. All employees are expected to obey policies and procedures and to have self-discipline. When employees stray from the expectations of an organization there are consequences to every action, both good and bad. At the end of this paper the reader will know and understand the concept of coaching employees.

With a professional goal to be exceptionally good at anything he puts his mind to, George is the perfect example of one who motivates others through example, hard work, and understanding the needs of those he works with. He also makes effective use of such actions as communication, constant feedback, and honest performance management; actions Baldwin & Bommer consider key components of successful leadership. George considers constant coaching, feedback, and discipline through love and support the only way to “encourage good behavior and stop the bad.” And as someone who believes an email is just as good as a gift card in providing motivation, George firmly believes his employees work more efficiently when he takes the time to invest in their development; no matter the form of praise taken. Whatever walls are often built between employees and executives are nonexistent among George teams, who are always allowed opportunities to make decisions and contribute to the group effort. Although high level decisions are made by the executive team, George makes it a priority to formulate strategic, day-to-day operations with his team’s involvement. When faced with conflict, he is quick to find the root of the problem; ignoring the inclination to judge in order to give everyone the benefit of the doubt in being

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.

Being promoted to a Sr. Associate positions has given Alex a unique opportunity to influence the quality of work produced by James. Working as a peer has given Alex a first-hand view of James performance under different conditions. Alex understands that the approach she takes can drastically impact the effectiveness of the messages she delivers. The effectiveness of supervisor feedback can be impacted by the relationship with the employee and perception of employee motives, (Huang, Zhao, Niu, Ashford & Lee, 2013). In order to reach James, Alex will need to understand her own personality and figure out the best way to adapt her style to him. Out of the four coaching styles, Alex should adopt a persuasive coaching style to recreate conditions in which James has produced quality work.

Characteristics that must be considered as we look at professional growth and team awareness are emphasizes by behavioral habits of individuals. These habits, when supported in a teaming environment with improved communication and understanding, should lead to higher production and increased satisfaction within the team. To attain and retain a high powered working environment, considerations based on style, strengths and weaknesses should be addressed and the development to fine tune those interactions are a key element in professional development plans.

Another area of opportunity lies within development of professional and leadership qualities of the employees of the branch. Creating an environment of mutual respect and continuous self-improvement will be the deciding factor of the branch’s success. On-the-spot coaching and encouraging employees to broaden their skill sets through continued learning will be instrumental in achieving this branch culture.

The GROW Model is globally renowned for its success in both problem solving and goal setting, helping to maximize and maintain personal achievement and productivity. Part of what makes it such a powerful leadership tool is its flexibility. Its efficacy transcends boundaries of culture, discipline and personality. The GROW Model has proved successful all over the world to a diverse mix of people with a variety of backgrounds and experiences. It forms the most common basis of coaching in many organizations and universities globally. The GROW Model is now one of the most popular principal pillars utilized within the international coaching community as a whole, due to the outstanding results it helps people to achieve personally and within global organizations. The implementation of the GROW Model, by using carefully structured questions, promotes a deeper awareness and responsibility and encourages proactive behavior, as well as resulting in practical techniques to accomplish goals and overcome obstacles. The use of continuous and progressive coaching skills support provides the structure which ultimately helps to unlock an individual’s true potential by increasing confidence and motivation, leading to both short- and long-term benefits. The GROW Model has been seen to yield higher

Employees want their managers to take interest in them personally, and in their career growth opportunities. Facilitating employee learning and development is a competency employees should expect from his or her manager. Google’s famous people analytics team examined data from thousands of employee surveys and performance reviews and discovered the most

Jusko informs those interested in developing high-potential employees of the basic steps to create efficient leaders. To have a successful employee development program, it is very beneficial for the upper-level management of organizations to have an extensive involvement in leadership development. The organization should also have dependable, clear-cut, high moral level culture which should look toward what skills will be needed in future occupational endeavors when reviewing current talent’s work performance. High-potential employees should be given opportunities to learn and develop skills that will be rewarding for themselves as well as the organization in the future. Motivation increases the retention of high-potential employees. Furthermore, managers of these employees should be held responsible for the development of their skills.

Workplace coaching is a term that refers to the process of equipping people in the working environment with necessary tools, opportunities, and knowledge for total development in order to enhance their effectiveness from an individual, organizational, and work perspective. Workplace coaching has emerged as a major concept in modern organizations since leaders, researchers, and organizations have identified it as a crucial competency in leadership and management (Cacioppe, n.d.). The increase in this practice has also been attributed to the fact that employees continue to request for coaching. As an important competency in leadership and management, workplace coaching has assumed different perspectives and approaches because of the existence of various coaching models such as Systemic Psychodynamic Coaching model.