...Discuss the ways in which coaching psychology research might advance the practise of executive coaching Coaching psychology as a practise is a relatively new phenomenon which encourages an individual to realise and ultimately develop their personal strengths and attributes. Although it is a new practice, psychologists as a whole are yet to determine an exact definition of the meaning coaching psychology. However one of the most applicable definitions to this subject matter is “Coaching maybe defined as a goal - directed multifaceted process for enhancing people, work and life and, as an industry, it has and still is experiencing rapid growth” (Brock, 2006). This essay will examine coaching psychology and how its research will benefit the development of executive coaching and how previous research can enhance this particular sector in psychology. Some of the main areas that will be explored are how positive psychological research has informed this particular area as a whole, the relationship between a coach and client, what qualities make for a good coach and how future research can improve our knowledge and the practice of executive coaching. Positive psychology despite, being considered an applied science it is an empirical science by virtue of scientific method and research. Positive psychology is imperative to the practice of executive coaching as it concentrates on utilising an executives/managers ability to improve an “individuals traits which manifest themselves as...
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...Effect of coaching on employee performance and organizational performance Name: YUE YIN Student Number: YINYU1302 Course: MGT3HRD Tutor: Ajay Kumar Date: 17/12/2015 Table of Contents 1.0 Introduction 3 2.0 Coaching improve employee performance 3 3.0 Benefit to the organization 6 4.0 Barriers to coaching 8 5.0 Conclusion 8 References 10 1.0 Introduction The global competitive market place today has shifted the way modern organizations approach human resource within the organization. The flatter organizational structure coupled by job insecurity among workers and particularly new one find it difficult to adjust to the new changes. The newly promoted staffs are also finding it difficult to adjust to the progress and develop quickly as they gain new skills and responsibility. Coaching is one of the best strategies that can be used to help these workers to be more adaptable and increase their flexibility. Coaches can use different learning styles to support a range of employee who need specialized skills in order to increase their performance. Since individual needs are highly diverse, a one size fit for all is obviously inappropriate. Thus, organization needs to develop new strategies that support the organization to tailor individual needs (Ellinger, Ellinger & Keller, 2013). Coaching can be used by managers to provide a flexible responsive development approach which can support many workers with diverse needs compare to traditional form of training...
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...the role of Human Resourcing Unit Number 3DCS Developing Coaching Skills for the Workplace Nichola Mackay 0510453 CIPD Foundation Certificate 15 January 2014 1000 Words Summary The below should help you understand the nature and purpose of coaching, know how to use a coaching style to improve performance in the workplace and be able to identify ways in which coaching can be implemented in an organisation. Contents Intoduction…………………………………………………………....1 Directive and Non-Directive Coaching…………………………...1 How coaching differs from other development needs…….….1 3 ways in which coaching can be used to meet organisational objectives…………………………………………...2 The role of a coach and cochee……………………………...…..2-3 3 potential benefits coaching for the..........................................4 coachee and 3 for the organisation 2 different ways in which a coaching culture could be implemented within an organisation..............5 Bibliography……………………………………………….................6 Coaching is a teaching, training or development process which an individual is supported while achieving their specific personal or professional result or goal. The individual receiving coaching will be referred to as the client or the coachee. "Coaching is unlocking a person’s potential to maximise their own performance...
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...Through Coaching Report Malaika Brewer GCU TCH-518 – Collegial Coaching Mary K. McDonald July 17, 2012 Collegial coaching thrives off the principles of grounded instruction, professional development, and learning communities. Curriculum content and the learning environment are the premise of effective coaching. Collegial coaching has proven to be an asset to many educational institutions. It is the foundation of a teacher’s professionalism and the success of state standards. Implementing a collegial coaching program in a school setting is beneficial when attempting to improve the school’s AYP, student mastery, and teacher effectiveness. The school and staff must have a shared vision and purpose so that the coach can develop a plan of action, workshop of strategies, and effective resources. Many factors mandate coaching; changes in curriculum, dynamics of the school culture, and approaches to teaching. Regardless of the geographic location of the school, the challenges are the same, however the approach may be different. Coaching is effective across the globe. The scope, sequence, pacing guides, and policies are often orchestrated by the teacher to establish or maintain their professional beliefs and objectives. Globally, the expectations of teachers are the same. Transforming the world begins with great teaching. Coaching is a significant global professional development strategy. The search for proficient, competent, and experience instructional coaching professional...
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...Coaching Psychology is a relatively new but fast growing branch of psychology. It is aimed at those who are doing well in their life, but have some area or areas that could be improved by objective thinking and attention to underlying feelings that may be preventing change. Goals are the way individuals create and write their goals, to be effective, is very important. It is an individual’s subconscious mind that needs to influence. The way an individual thinks and believes is a direct effect on one’s inner self. The theory of goal setting is based on the fact that the subconscious mind does not know the difference between fact and fiction. Coaching psychology as a practise is a relatively new phenomenon which encourages an individual to realise and ultimately develop their personal strengths and attributes. Although it is a new practice, psychologists as a whole are yet to determine an exact definition of the meaning coaching psychology. However one of the most applicable definitions to this subject matter is “Coaching maybe defined as a goal - directed multifaceted process for enhancing people, work and life and, as an industry, it has and still is experiencing rapid growth” (Brock, 2006). This essay will examine coaching psychology and how its research will benefit the development of executive coaching and how previous research can enhance this particular sector in psychology. Some of the main areas that will be explored are how positive psychological research has informed...
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...DEVELOPING COACHING SKILLS FOR THE WORKPLACE ACTIVITY 1 Introduction In this report I will describe two types of coaching and how coaching can be directive and non-directive. Also, I will explain two differences between coaching and other learning and development methods. I will identify 3 benefits of coaching to the organization and an explanation of 3 ways that coaching can be used to meet organization objectives. Moreover, I will explain the meaning of coaching culture and therefore 2 options for developing it within an organization. And in conclusion, I will identify 3 advantages and 3 disadvantages of developing in house coaching. 2 types of coaching * Sports Coaching: This is what many people think of when they hear the word “coach”. A “player” is helped to develop their skills by a “coach”. On the other hand, the term sports coach encompasses a wide range of roles and approaches, from the football manager on the touchline, through one-to-one coaches for athletes and players, to specialist coaches for fitness and health. There are also coaches who focus on the ‘mental game’, helping sports players fine-tune their psychological preparation for high-pressure events. * Executive coaching: is a form of business coaching which is typically aimed at developing senior managers, directors and key players within a business setting. It may enhance current performance, taking skills and abilities to a new level and help individuals adapt to new situations or it may...
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...Coaching, for many years, has been a widely used method of improving employee performance at Trustmark. Coaching is used at Trustmark for several reasons such as absenteeism, performance, etc. Coaching presents a priceless opening for employee development. For instance, coaching could be a way for management to present employees who struggle with confidence boost. Traditionally management might have sent those employees to a class on being assertive in hopes that this would address and boost their confidence. It has been proven time and time again that coaching also improves that manager/employee relationship. As stated in the Holy Bible Proverbs 9:9, “Give instruction to a wise man, and he will be still wiser; teach a righteous...
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...Running head: COACHING MODEL COACHING MODEL Assignment 2 HRM-538 Performance Management Submitted by: TJ McPhail Submitted to: Dr. Karen Golaub, Instructor August 9, 2015 This paper evaluates the coaching model and team-based performance of an organization. Moreover, this paper describes the selected organizations approach of coaching for their employees to optimize the organizations performance management activities. For this paper, United States Office of Personnel Management (OPM), an independent agency of the United States government that manages the civil service of the federal government, is the organization I have chosen for this assignment. This paper also recommends practices or approaches of coaching to improve OPM’s current performance. At the same time, this paper constructs five best practices that aligns the organizations overall goals and vision that would maximize team-based performance at OPM. The selected organization’s approach to coaching as it relates to Stage 3: Proactive Coaching—Driven by a Business Need. Stage 3: Proactive Coaching— is driven by a business need as described in the text, Performance Management: Putting Research into Action, 1st Ed, Smither & London, this is the stage whereas organizations are at the third level of a continuum that typically uses coaching in an “organized, planful fashion to address a specific business issue or need, such as accelerating high potential development, on-boarding new leaders, driving...
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...Coaching is a process that enables learning and development to occur and thus performance to improve. Directive coaching - is where the coach offers solutions, tools and techniques for moving forward (as in the sports arena). Sometimes it may be useful to offer solutions, however the danger is that the solution may not be quite appropriate for the situation and consequently people may not feel fully committed to the solution provided. Non-Directive coaching - is coaching where the coach asks questions to allow people to find their own solutions. A non-directive coach will not offer advice and rarely even give suggestions, although through skilful questioning they will help someone to see their situation from a different perspective, gain clarity, uncover options, challenge inconsistencies and hold them accountable to their actions. Coaching can differ from other development methods such as e-learning and training courses because while e-learning and training programmes give the ‘employee’ the answers they need to succeed coaching helps them to find the answers themselves by the coach asking questions that will give results. They also differ in the end result. E-learning or a training course will have a structure and will end in a result that has already been planned out where as coaching goals can change throughout the process and are much more personnel to the coachee. The coach is the trained person who listens to the coachee and reflects on the coachee’s ideas and worries...
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...Management Skills Learning Contract Rime El Haddi 1) Skill to be developed To improve my coaching and mentoring skill 2) Assessment of current skills level During my bachelor degree, I was the general event coordinator for almost 4 years for an association that does charity called Hand in Hand Association. We had to organize a yearly fundraising event that was considered to be the biggest event at our university. I had to manage, guide, and mentor 11 committees of 11 coordinators; Therefore, I had to support the coordinator and help them achieve our targeted goal which was to raise an amount of fund by the end of the day of the event. Every year, when the D-day got closer, the coordinator including myself started stressing and panicking, hence as their support, I had to organize some teambuilding activities such as paintballing, hiking, and other activities to help them reduce their stress level and to motivate them stay focused on our targeted goal whatever the obstacles are. Therefore, I can proudly say that at the end of every fundraising event, we were able to raise the amount of money that we had as a goal and sometimes even exceed it. The reason why I chose to work on this interpersonal skill is to help me in my future career because I want to be an HR consultant, and as we all know, a good consultant must master the skill of coaching and mentoring. In a rating out of 10, I would give myself a 5 point in this skill because I believe that I still...
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...THE SUCCESS OF COACHING AND MENTORING COACHING FOR SUCCESS Building a Successful Training/Coaching Team (Arneida McDonald) (August 18, 2010) Prof. Lezlie Clay BUS310, Training and Development Strayer University Online Building a Successful Training and Coaching Team Business coaching and a training helps get any business running at peak performance and help keeps the company’ skills sharp. When you work with a business coach, you commit to being your best in business and in life. The business coaching relationship is simple and working with a business coach forges a foundation for the success that any manager wants most in business. In the business environment, coaching and training team is imperative to have within your HR department; the tools provided by these two teams in a company are one of the key elements to success to any organization. As anybody knows, companies have a diverse number of employees that might need additional assistance depending on their background (language, religion, etc.), level of knowledge and skills. When situations like this arises in any organization, the HR in particular should have a coach to assist any employee to help the open up and share the problem that they are going through even thought, it might be related to other employees, the supervisor, or the job itself. At this point is when coaching becomes a feedback for any manager...
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...University of Phoenix Material Appendix A: Human Resource Risk Using the Internet, research several different HR risk management seminars. Cite at least five different seminars (these may be presented by the same company). Identify the HR risk(s) the seminar features. Create at least three questions per risk factor you would like the seminar to answer. |Seminar Title |Risk Factor(s) |Question 1 |Question 2 |Question 3 | |Voluntary Benefits are Revolutionizing|Benefits Worth |Is there a way to measure talent |What is the most used and most |How does HR make a decision on which | |the Compensation/Total Rewards |Talent Retention/Attraction |retention versus rewards program |attractive voluntary benefit to the |Voluntary Benefits are most helpful to| |Equation | |incorporating voluntary benefits? |employees? |the employees | |(Rotella, J., 2013, SHRM Conference) | | | | | |Risk Management Seminar |Insurance |Does providing this training provide |Is there a correlation between an ...
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...ABSTRACT Introductions The use of coaching and mentoring is on the rise within the workplace. Several organizations have adopted the process of coaching and mentoring as development tools to develop those employees who are seeking future advancement. Also, they are setting the foundation for future leaders. The adaption of these developmental tools within an organization is providing employees with the necessary feedback and support to establish and plan their career. Coaching and mentoring provides an employee with the necessary leadership and management skills they would need to strive up the career ladder within an organization. These processes are both ‘helping’ activities, employed either as distinct interventions or together as part of a package of personal development? Coaching and mentoring are deemed a highly effective way to help employees through talking, sense of direction and guidance, self esteem, efficacy and accomplishment. The differences in the application stages of these processes are naturally reflected in the results. Coaching and Mentoring In my opinion, Coaching and Mentoring are excellent programs for organization to have in place, especially for personal whom are seeking future advancement and want to excel in their careers with the organizations. A recent CIPD (Chartered Institute of Development) surveys have reported that the use of coaching and mentoring as development tool are increasing within organizations. According to those who...
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...Introduction Many companies are now beginning to grasp the significance of mentoring and coaching their employees. Although many entry-level jobs do require a college education and a few years’ experience, it is crucial to provide the necessary tools and training to those employees interested in climbing the corporate ladder into managerial or supervisory positions. Now more than ever, companies are realizing the need to provide leadership advancement opportunities to its employees so as to motivate them, stay competitive and productive, which in turn positively impacts the bottom line of the business. Mentoring and coaching programs are now habitually used in many organizations to improve leadership qualities (Watt, 2004). Problem Organizations today still have to deal with the burden of their workers making costly mistakes due to the fact that they are not well equipped to handle some situations. If for instance the employees of the company happen to fall behind schedule on a certain project or if their current skill-level is not adequate enough to deal with a change that is required by a client or account that the business is servicing, then the company will most likely either waste a good opportunity or suffer a great loss. Cause Many employees entering the workforce, even successful college graduates, have not had the time and opportunity to develop the necessary skills required to effectively manage and work in a professional environment. Through job training the employees...
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...analysing my role as a coach, I would not describe the way my coaching is delivered as controlling. The controlling aspect of my coaching would be how I take charge of each session and how I control each participant that I work with, ensuring there are no behavioural issues that may affect confrontation within the group. I always encourage and motivate everyone to reach their full potential. It is not right to put pressure on the participants and I am fully aware of the affects this could have on their performance, confidence and further development. When analysing my coaching through empowerment, I support and motivate the young people to develop self-efficacy, different ways they learn and know how to take responsibility of personal issues. By doing this, it will help the young people to advance their skills, improve performance and ability levels. According to Arai (1997) Empowerment is...
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