...Taurelle Johnson grew up in the rialto area of the Inland Empire, a small city west of San Bernardino. Rialto was not a great neighborhood to grow up in. “It was mostly welfare mothers and people doing drugs that lived in the east part of rialto” (Taurelle). Taurelle attended Ike High School in rialto, where he saw kids getting high before school, having sex on campus and, fighting every day. “The bad stuff never stops happening: it lives in its own dimension, replaying itself over and over” (O’Brien 31). Even though Taurelle’s life was not so easy growing up, he told himself as a freshman in high school he wanted to change that when he became older. Taurelle played three years of varsity basketball and always had aspirations of coaching. The love he has for his job is irreplaceable. Taurelle is a special and dedicated person to the youth in his community. Taurelle Johnson’s day begins with securing and mentoring kids and ends after sunset with coaching a high school basketball varsity team. In between is a 10 hour shift as a security guard at Kaiser high school in Fontana California. The campus is very clean, and most of the kids that attend the school walk, mostly because the school is in a big neighborhood where kid’s homes are close. Taurelle starts at five in the morning, primarily because of zero period, and he needs to be there early enough before the students to unlock the two main entrance gates. After the ten hour shift as the head security guard he coaches varsity basketball...
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...The Future of Executive Coaching: Analysis From a Market Life Cycle Approach Where are we, where are we going, and how do we prepare for what’s next? Sheila Maher, MA., MBA. and Suzi Pomerantz, MT., MCC [This article first appeared in the International Journal of Coaching in Organizations, 2003, 1(2), 3-11. It can be downloaded and printed for personal use only. Please obtain prior written permission for wider printing and d istribution from J ohn L azar, IJCO Co-Executive E ditor, at john@ijco.info .] In launching this journal the editorial board envisioned that the journal would provide a forum for “reflection and analysis…by those leaders of this eme rging field who recogn ize coach ing to be a fixture rather than a fad...” 1 This a rticle exp lores the m arket life cycle o f executive coac hing , considerin g its history and growth, and estimating its current position. We discuss the four stages of the market life cycle: product introduction, market growth, market maturity, and sales decline, exploring the implications for our profession of each stage. Understanding where coaching is in the market cycle allows u s to consider strateg ies to stim ulate the co ntinu ed growth of the pro fession . In this a rticle we present our th esis that “this emerging field” is actually already in the mature stage of its lifecycle and we make recommendations for mo ving the professio n forw ard. It is clear that coac hing is no t a fad an d it is not ne w. Coaching is rooted in a range of...
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...Regent University LDRC 502 Leadership Coaching: Convergence Spiritual Life Coaching When we look at the role of coaching and how it speaks to a person’s spiritual life we first must understand the definition of coaching. Whitmore (2001) quoted Gallwey’s definition of coaching as “Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them” (p. 8). There are several definitions of coaching that attempts to pinpoint or identify the various types of coaching. Harkavy (2007) shared what the purpose of a coach is, “Your purpose as a coaching leader is to add the most value to the people you lead and to help them improve” (p. 4). This definition of what a coach does give us the responsibility to care about people enough to see them grow and develop. A simple definition of coaching is, “…Coaching is the art and practice of enabling individuals and groups to move from where they are to where they want to be” (Collins, 2009, p. 14). Goldsmith, Lyons & McArthur (2012) stated, “With a sound appreciation of business and interpersonal dynamics, a good coaching is simply a process person who can establish rapport, is informed about the executive’s immediate environment, is honest and courageous in providing feedback; is a good listener; ask good questions is visionary and analytical and is a good planner who seeks follow up and closure” (p. 12). This definition of coaching gives the coach the responsibility...
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...LIFE COACHING Life Coaching/Consulting Services Marketing Plan Mabel Meadors Keller Graduate School of Management 1.0 EXECUTIVE SUMMARY 3 2.0 SITUATION ANALYSIS 4 2.1 MARKET SUMMARY 5 2.2 STRENGTHS, WEAKNESSES, OPPORTUNITIES, AND THREAT ANALYSIS (SWOT) 7 2.3 COMPETITION 9 2.4 SERVICE OFFERING 10 2.5 KEYS TO SUCCESS 11 2.6 CRITICAL ISSUES 12 3.0 MARKETING STRATEGY 13 3.1 MISSION 14 3.2 MARKETING OBJECTIVES 15 3.3 FINANCIAL OBJECTIVES 16 3.4 TARGET MARKETS 20 3.5 POSITIONING 22 3.6 STRATEGIES 25 3.7 MARKETING MIX 26 3.8 MARKETING RESEARCH 28 4.0 CONTROLS 29 4.1 IMPLEMENTATION 30 4.2 MARKETING ORGANIZATION 32 4.3 CONTINGENCY PLANNING 33 5.0 CONCLUSION 34 REFERENCES 35 1.0 EXECUTIVE SUMMARY Life Coaching /Consulting Services will offer services to inner city youth and young adults. Initially the plan is to offer the services in the St. Louis City, County and outlying Missouri State major cities. Increasingly young people seem to be having difficulty making good choices, from as simple as deciding should they do their homework or watch TV or play video games instead. Some youth are faced with more serious life choices of dropping out of school, choosing to use drugs, engage in sexual activity, which may result in STDs and/or unplanned pregnancies, or even to join a gang or participate in criminal activity. How does Life Coaching/Counseling Services plan to make a difference, reach the youth and...
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...Life Coaching In The Time Of Need By James Flowers I want to take this opportunity to introduce myself and extend my knowledge and professional expertise to assist you. Our principal asked me to be your mentor for the next couple of months. It is my understanding that you were administratively placed at this elementary school due to some professional issues at your previous school. I know that you have only been teaching for 2 months and thus I would like to help you in any areas that need to be strengthened. Teaching is a challenging career. When you begin teaching, you feel as though all you need to do is to stand up in the classroom and teach. Your teacher educational classes unfortunately did not prepare you for the realities of teaching that often consist of dealing with problem students, aggressive and non supportive parents, difficult administrative staff, back stabbing co workers, as well as the constant planning and organization as an elementary school teacher. After being in the profession for almost 20 years as an elementary school educator with a an undergraduate degree in English and a graduate degree in Education, I am still learning but I know that I have years of experience to share with others to improve their skills. When I first started teaching, I did feel completely lost in my teaching abilities. However, a mentor teacher took me under her wings and enabled me to fly and I became successful....
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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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...The core need I am solving as a relationship coach is to make relationships better by solving problems, and achieving new goals. The average amount a life coach earns per session is from $100- 600 dollars per hour depending on experience (Stewart, 2014). According to payscale the average salary is $35.48 per hour, which is interesting as I have considered lower pricing than 100 dollars per hour, but would not want to undersell the industry, and it is not easy dealing with peoples problems either (Life coach salary, 2016). I have earned 40,000 dollars per year and have not had a lot of free/fun money, so I would estimate my target client to make at least 50,000 dollars a year. The only location and language barriers for my client will be...
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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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...ANECDOTE WHITEPAPER Three journeys: A narrative approach to successful organisational change INTRODUCTION Early on in Anecdote, we did a trainingneeds assessment for part of the Australian Defence Force. Our discovery phase involved two teams; one team adopted a structured interview technique and the other used anecdote circles to collect stories. After our first day in the field we met with the structured interview guys to compare notes. “On first blush,” they said, “it seems like most things are in order. They are adhering to OH&S processes. Sure, there are some areas for improvement but generally things are OK.” As they were providing this assessment, those of us on the anecdotes team just looked at each other in astonishment and replied, “So, you didn’t hear about the soldiers who are showering in their own urine because their recycling system is broken or hear about the workshop where everyone wears protective footwear because some poor fellow lost his toes in an accident but no one wears protective eyewear because they have never had an eye accident?”. We had heard story upon story of major transgressions that weren’t picked up in the structured interview approach. This experience confirmed our assessment that a narrative approach is great for yielding new, and otherwise hidden, insights. A number of years and many clients later, we have seen that there is something even more important narrative techniques provide: a resolve among people to do something about the situation...
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...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 four months. Unemployment has been the largest setback in my life which has hindered my emotional and social...
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...Life Coaching Spiritual Formation: What Does It Mean? Liberty University Abstract This research paper will give a brief examination of the history and development of life coaching in general, and then it will look towards the niche coaching specialty of spiritual formation. This writer will endeavor to answer the question, “Spiritual formation: what does it mean?” There will be discussion around this topic as it is examined from several perspectives and worldviews. It will include an brief overview of secular, non-religious, and non-Christian religious worldviews. Judeo-Christian worldviews will be discussed highlighting biblical aspects with regard to spiritual formation and how it may fit with a life coach who is familiar and skilled with this specialty niche. From this vein of information the reader should be well able to extrapolate a clear view of not only what spiritual formation is or can be and how its development is a personal journey. Additionally, the reader should have gained a good understanding of how the journey can be assisted with the help of a like-minded life coach. Introduction Historical Overview of Life Coaching This overview looks at events that began in the 1980’s. Thomas Leonard was a professional financial planner, whose many clients asked for his help with other life issues they were experiencing. After dealing with these client matters for a time, Leonard chose to close his financial planning business and become a full-time life...
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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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...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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...Leadership Coaching is the latest buzz—but all too often companies embark on coaching initiatives that are not well thought out, that their executives do not embrace, and that are doomed to fail. In Chapter 24 of the OWP (Orchestrating Winning Performance) Book 2008, “Riding the winds of global change”, to be published in September 2008,Professor Jack Wood explains how organizations can instead implement a thoughtful, integrated coaching strategy which can deliver long-lasting results. The purpose of coaching isn’t performance improvement HR managers often assume that the purpose of coaching is to increase managers’ performance. However, our survey of participants attending a pilot coaching session in the OWP revealed that this is not what executives want. The top three coaching objectives were: - life development – balancing personal and professional roles more effectively - leadership – developing interpersonal and team leadership skills - self-awareness – becoming more aware of my shortcomings and growth opportunities as a leader, and understanding the origins and history of my behavior in work and its impact on others. The difference between coaches, mentors and managers Coaching initiatives fail in part because the distinction between the role of manager, mentor and coach is not well understood. Each can each help executives meet their principal objectives—life development, leadership and self-awareness—but a manager, a mentor and a coach are not the same things....
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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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