...Coaching Leadership in the Workplace According to Mike Noble in his article, Transform Managers into Coaches: Five Steps for Coaching Success, an effective manager is a coach and not just a boss. The most effective managers are those who can coach and collaborate. If one is able to coach their employees effectively then they are able to create sustainable long-term results for themselves and their company. Coaching is action of helping others to perform better, whether it is through feedback, demonstrations, or teaching. It is investing in the people within a company and shaping them into better employees so that they can not only perform their tasks better, but also better qualify for promotions. Mike Noble’s article breaks down the five steps necessary for successfully becoming a coaching leader and the benefits of becoming one. By coaching your employees, you become a transformational leader who enhances as well as generates new experiences for employees, thus gaining a stronger level of commitment from them. The first step to transforming a manager into a coaching leader is to build a personal case for coaching. The manager has to want to develop their coaching skills and see the relevance of developing them. Once a manager understands that they can achieve better results through coaching instead of taking a command and control response to management, they will be willing to develop their skills as a coach. Managers are more inclined to seize the opportunity when...
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...Coaching is a powerful tool based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. Coaching targets high performance and improvement at work and usually focuses on specific skills and goals, although it may also have an impact on an individual’s personal attributes. I have outlined a brief description of 2 coaching models GROW and OSCAR in Appendix 1. There are a variety of different types of coaching available and I have identified 2 specific types, Coaching for Talent Development and Coaching through Change and explained what they are and in what type of work situation they could be used in Appendix 2 . There are also different styles to coaching. Non-directive coaching is coaching in the true sense of the word where the coach simply asks you questions to allow you to find your own solutions. A non-directive coach will certainly not offer you advice and rarely even give you suggestions, although through skillful questioning they will help you to see your situation from a different perspective, gain clarity, uncover options, challenge inconsistencies and hold you accountable to your actions. The great benefit of non-directive coaching is that an individual will take full ownership of their own solutions rather than ‘doing what you have been told to do.’ Through this approach an individual will feel a sense of empowerment to make changes. Directive coaching on the other hand is where the coach offers an individual solutions...
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...accepted coaching methods in the workplace is the GROW model. Coaching lets a coachee become more aware of what they can do with their life and prepares them to take more accountability for it. This technique is achieved through sessions, as in: ➢ Goal ➢ Reality ➢ Options ➢ Will In the Goal stage, the coach enables the coachee to establish where they want to be or what they want to achieve. Once the coachee creates some goals for themselves, the coach and coachee work together to define the goals as clearly and distinctively as possible. But also as stated in Whitmore’s book, “Even if goals can be only loosely defined before the situation is looked at in some detail, this needs to be done first” (Whitmore, John. 2002, pg. 67). In the Reality stage, the coachee’s goal is evaluated against where they stand right now. This is where a test of the skills and/or knowledge the coachee possesses is made and it is determined what skills and/or knowledge is required to accomplish their goal. In the Options stage, the coachee builds on various potential paths between the current reality and the goal they want to complete. The solution is not to find the “right” answer but to take full advantage of the choices available. In the final stage, the Will stage, the coachee needs to commit to and take responsibility for carrying out the agreed action plan. My workplace and classmate coaching experience...
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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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...VProfessional Former IT Director Addleshaw Goddard and Eversheds ‘This is a book that presents an often complex topic in a logical, easy to read and readily digestible way that is immediately useful to anyone busy setting up their business. In particular the clear, concise chapters and subsections allow the reader to easily identify and focus on a particular area of interest, without having necessarily to read the entire book in one go. It can therefore be used informally as a ‘‘user manual’’ or as a formal, technical book. If you are setting up – or are thinking about setting up – a coaching business, or for that matter any other small business, I recommend it – highly.’ ADRIAN OLSEN | Managing Director and Head of Global Project Finance Bank of Ireland Corporate Banking ‘I would readily recommend this book to anyone thinking of setting up their own business, whether or not it is in the field of coaching. It covers the whole spectrum of what it takes to organise and run your own enterprise. The book is both a reference and a learning tool that takes you through the process of understanding everything about setting up your practice and also your own motivations for doing so. By posing a series of key...
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...working with others. SOLVING PROBLEMS AND MAKIND DIFFICULT DECISIONS (20 MARKS - MIN 250 WORDS) • Identify a workplace problem facing you and examine ways to resolve it. o Describe the problem, its nature, scope and impact o Explain ways to recognize, define and analyze problems • Describe and Identify possible solutions to the problem o Gather and interpret information to identify possible solutions to the problem • Evaluate the possible solutions using a simple decision making technique o Apply a simple decision making technique to evaluate options to arrive at the best solution o State your chosen solution clearly and concisely. For the purpose of this questions, ‘problem’ may be interpreted as a deviation from the norm OR ‘a potential or anticipated problem’. The evidence you gather should be fact supported by evidence not just your opinion. UNDERSTAND HOW TO COACH A TEAM MEMBER (20 MARKS - MIN 300 WORDS) • Explain how you would identify that a coaching opportunity exists to support the development of an individual, and why coaching is the best approach o Explain how to plan the coaching for an individual in the workplace • Explain importance of feedback in coaching. • Describe one method you could use to evaluate the effectiveness of the coaching....
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...What is Leadership? Leadership is a process of getting things done through people. Leaders are getting things done by working through people. Leadership has been described as the "process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task”. (Chemers, M. M. (2002). Meta-cognitive, social, and emotional intelligence of transformational leadership: Efficacy and Effectiveness. In R. E. Riggio, S. E. Murphy, F. J. Pirozzolo (Eds.), Multiple Intelligences and Leadership.)1 In today’s world, definition of leadership is changing. A leadership guru, Barry Posner, makes the following observations about the needed change in how business leadership is viewed: In the past business believed a leader was like the captain of a ship: cool, calm, collected. Now, we see that leaders need to be human. They need to be in touch, they need to be empathetic, and they need to be with people. Leaders need to be a part of what’s going on, not apart from what’s going on.1 Leadership Behaviors Noted leadership researchers House and Podsakoff have summarized the behaviors and approaches of great leaders that they drew from modern theories (e.g., charismatic and transformational) and basic research findings as follows1: Vision; Great leaders articulate and ideological vision that is congruent with the deeply held values of followers, a vision that describes a better future to which the followers have a moral right. Passion and self-sacrifice;...
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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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...Everyone has different skills that they have acquired over the years or that they naturally have. Many skills are needed to be a successful in life and in the workplace. These skills are based on one's emotional and social intelligences. The four categories of the emotional and social intelligences are self awareness, social awareness, self management, and relationship management. According to the Hay Group survey, I have a strong aptitude to self awareness and social awareness. I believe that my strongest skills are being aware of my emotions, adaptability, and working in a team. I have always been aware of my emotions whether they be positive or negative emotions. My strongest ability is being able to adapt. I have done this many times, even by living in other countries. Adaptation is necessary because it shows that you are able to change. I also believe that having the ability to adapt allows me to work in an environment that has many different cultures since I want to work in an international firm. Not only do I want to work in an international firm, but I would like to be a leader who is able to liaison between different cultures. I want to be able to aid different cultures to work together to an end business goal. I have much more that I need to develop as I had low scores in self management and relationship management. One of my main issues I believe that has causes me to have these weak emotional and social intelligences is that I have been unemployed for over...
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...MENTORING PROGRAMS INDEX 1. Intrduction…….....………………………………………………………………………3 2. What is mentoring? …………………………………………………………………..…4 3. Benefits of mentoring…………………………………………………………………... 7 4. Mentoring Diversity…………………………………………………………………... 10 5. Conclusion……………………………………………………………………………... 13 6. Bibliograhy………………………………………………...……………………………14 APPENDIX A…………………………………………………………………………….……15 1. INTRODUCTION The success of mentoring and the potential use In companies nowadays is due to the developmental partnership through which one person shares knowledge, skills, information and perspective to foster the personal and professional growth of someone else. This project is about mentoring programs and its application. We have started analysing the article assigned in class about career mentoring for women. The article talks about the low number of women who hold senior management positions in U.S companies and opinion of the mentoring programs as a way to increase the number of women in management positions. Then, we decided to study first what is the meaning of mentoring and what it implies. Second we have considered (regarding to the article) the mentoring in minorities and the positive effects that it could have. Finally, we have observed all the benefits that mentoring have in companies, mentors and mentees. 2. WHAT IS MENTORING? Mentoring can be defined as a professional relationship in which the mentor (an experienced person) assists the mentee in developing...
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...Factsheets > Coaching and mentoring Coaching and mentoring Revised September 2014 Related resources Factsheets Learning methods Induction In this factsheet What are coaching and mentoring? Developing a coaching culture Who delivers coaching in UK organisations? When is coaching the best development intervention? The role of HR and L&D in managing coaching activities CIPD viewpoint Useful contacts Further reading Guides Coaching and buying coaching services Developing resilience: an evidence-based guide for practitioners Survey reports The coaching climate Resourcing and talent planning 2013 Books Everyone Needs a Mentor Designing, Delivering and Evaluating L&D: Essentials for Practice What are coaching and mentoring? Coaching and mentoring are development techniques based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. It is possible to draw distinctions between coaching and mentoring (as discussed below) although in practice the two terms are often used interchangeably. While the focus of this factsheet is on coaching, much of the analysis presented here is also applicable to mentoring. Training courses Value-added Learning and Development - Short courses - Training - CIPD Using Neuroscience to Develop Your Coaching Practice - Short Courses - Training - CIPD Conference details Social Media in HR Conference Social Media in HR Conference 2013 What is coaching? Coaching targets high performance...
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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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...Joel Lindner Professional MBA Application Personal Motivation Statement Since my undergraduate education came to a conclusion, I have been searching for ways to further develop my career skill sets and to increase my marketability in the workplace. After finding an outstanding job at GEICO Insurance, I am now reaping the benefits of my hard work and dedication, yet there still burns a desire to further explore my educational opportunities. I know in my heart that an MBA from the University at Buffalo will ensure future professional success at GEICO and further develop my potential growth in the workplace. Over the next three years, my career has a well-defined and structured path. Recently, I completed two management-training courses at GEICO, the Associate Development Program and Mentorship Program. These programs have instilled solid leadership skills needed to take my career to the next level. Over the next year, I will complete a supervisor preparation program, leading a small team consisting of ten new hire associates. Following the team’s completion of required goals and training, I will be promoted to a full-time supervisor position at the conclusion of a supervisor preparation program. As supervisor, I will take advantage of my strengths of goal driven, team oriented and hard working to produce consistent and strong results for my team and for the company. By doing so for the next 12-18 months, I will be ready to take on my next challenge at...
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...others and I have complied and agreed to the University statement on Plagiarism and Academic Integrity on the University website at www.students.utas.edu.au/plagiarism. Critical reflection on my coaching experience: An ongoing journey Coaching is a relatively new professional field that has increased in popularity during the past decade (Tompson et al, 2008). Despite several different definitions of coaching and ways to understand or categorize coaching practice, all coaching’s approaches have a common denominator: the goal of achieving changes in the client. Depending on the coach’s beliefs and methods and also on the client’s objections, the nature and expression of the changes will be varied and may be defined in two ways: perceptual or cognitive; (Meyer 2010) and concrete behavioural changes (Kress, 2008). In March 2012 I commenced a course that involved participating in coaching relationship external to my current organisation. Prior to the commencement of this relationship I completed a 360° feedback survey on core leadership and management competencies. Findings from the survey facilitated the development of an individual action plan that assists me to extract optimal value from the program. This exercise also informs and guides the coaching process. The stated aim of this coaching relationship is to promote and accelerate my personal and career development. This is achieved through regular face to face meetings and telephone conversations. These occasions promote open communication...
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...U05a1: The Importance of Coaching MBA 6220: Appreciative Coaching Dr. Sara Orem Frenchie Smalls November 13, 2011 Coaching in this new era is a very critical leadership practice. There are so many changes and circumstances in today’s business world that has competitive pressures. In the twenty-first century stronger business can be built, with effective training and leadership skills. The success of our business world to day lies in the hands of our leaders. The key is the talent and know how of a leader and the dedication of its people. In order for business to prosper and survive in the twenty first century they must find individuals who want to lead people and those who can take up the reins of leadership for tomorrow. Today’s leaders must be able to manage themselves in a global environment. They must be capable of interacting with customers, employees, suppliers. Today’s leaders must understand their own reactions to change and transitions in order to coach others. Identifying your own personal flaws will help others in the process. To establish a good coaching relationship three things need to be established: commitment, rapport, and collaboration. Both coach and coachee must agree to the coaching process. Coaching addresses specific personal projects, business opportunities or general conditions in the coachee’s personal life or workplace. Coaching services includes value clarifications, strength analysis, brainstorming, creation of plans...
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