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Coaching theoretical models
Coaching theoretical models
Coaching theoretical models
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Establish the organisational context, strategy, culture & process for coaching & mentoring at a senior level.
Peter Hill in his book ‘Concepts of Coaching’ says this; “Coaching has landed on the world of work with immense impact and an amazing variety of approaches.”
For the purpose of this paper I shall be referring to two organisations that have been affected by the upsurge of coaching & mentoring, their approaches to it & how they may benefit from having a programme in place. One is a regional rowing club & the other is a charitable trust who provides further education, residential care & employment services for the learning disabled.
My research into finding a distinct definition between these two disciplines to date has found little agreement between the different thoughts & meanings from a variety of authors & online papers, arising to confusion between the two elements.
Coaching & mentoring then, what do they mean & how are they different?
Mentoring context, meaning, process & skills
The word mentor finds its context in a Greek myth, Homer’s Odyssey, when Odysseus entrusts his son to his household servant, Mentor, saying ‘teach him all you know.’ (John Whitmore p13 ‘Coaching for Performance’)
Mentoring to me is about nurturing talent & developing a person; taking them through stages of learning & assisting them to a high performance in their existing role & future roles.
Within my role, as a senior coach at the rowing club, I mentor a young head coach as he works with people. Observing his rapport & techniques he uses in communicating with young people, parents & adult members. Feedback of my observations is an important element of this process & listening to how he feels he is doing.
As a carer & instructor of some ye...
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...ut unnecessary interference from managers, thus relieving stress.
2. Team meetings.
Another strategy may be through regular team meetings. These should be well structured & timely with specific agendas in keeping with work. It is an ideal opportunity for staff to practice their leadership skills. It is an arena where company strategy can be passed along.
However, if unstructured & leadership unsupervised, may lead to these meetings being undermined by general chit-chat & gossip.
Team coaching here may indeed help by keeping the sessions structured; the team focused on work based issues, assisting them to learn to find solutions creatively & enabling employees to turn take in a leading role.
Both of the above forms are valid & can work, however I believe, certainly initially, that team coaching & individual coaching can make them even more effective & sustainable.
It also refers to the overseeing of the actions of another person with a view to ensure accomplishment of desired goals where mentoring and coaching are expected to occur. It’s a relationship that exist between an experienced, knowledgeable person
These must be recognised and overcome where possible with a more “let’s not look for obstacles not to coach” and a more “let’s find a solution to do it” frame of mind!
On the other hand, I understand that Christian coaching is voluntarily because one desires to leave the action they had been doing or the position they had been in life, and needs to be transformed to God’s desire. The book sufficiently shows what makes an individual to be a good coach, what their skills should look like and how a coaching relationship is set up. However, despite the fact that the author states that coaching is uprising and that it does not show any signs of slowing down, the number of Christian coaches appears to be low and far between (Collins,
I have been a mentee in three mentoring programs and I understand from firsthand experience how important mentors have been in my life. Each relationship was very different; one of my mentors was about two generations older than me, while my two more recent mentors have been only a few years older than me.
Mentoring program becomes instrumental and breakdown barriers as employees are interacting and carrying out the organization’s vision. This allows employees to interact with employees of different cultures and backgrounds with the goal that one will learn more about the individual.
He says that mentoring is something that leaders should do throughout their career since it is not only beneficial to themselves, but it is also beneficial to the person they are mentoring. It is important to identify and groom key players and use aggressive mentoring to not only lift up your employee, but it also improves the skills of the mentor. In today’s society, he has found that it is important to spend at least one day a month mentoring your key players including people who are showing great potential. Mentoring should be done at all levels of leadership, including junior managers. Mentoring is important at all levels of management in order to develop future leaders (Flaum,
Flaherty, J. (2011). Coaching: Evoking excellence in others (3rd ed.). New York, NY: Taylor & Francis.
In conclusion, mentoring is an important and effective adult learning strategy. There is a need to recognize that once one take on the role of mentor, there will be need to be equip with relevant educational training and with up to date knowledge.
Mentoring is a one to one relationship between a more experienced senior person (mentor) and a new entrant or less experienced person commonly refereed to as the Protégé. The benefits of mentoring include enhanced performance not only for the individual but also for the mentor and the organization.
A mentor is a man or woman who takes the time to spend a certain amount of hours with a young child or teen in order to find out what might be troubling them or distract them from anything that may induce delinquency or some sort of anti-social behavior. As stated by the Advertising Educational Foundation, “Mentoring is much more about coaching and counseling. It's much more about the qualitative and subjective parts of our job – dealing with frustration, giving construction criticism, handling disappointment, behaving with humility and compassion, etc.” (AEF 2008)
Coaching and mentoring are not about learning to do something the right way, but are about helping to lead an individual to find their own way of doing it practically and efficiently. Coaching and mentoring sessions are guided with theoretical models, which help focus both the coach and the coachee in attaining desired outcomes for problem situations. However, even with the aid of theoretical models not everyone can coach another person. The first and far most important attribute of a coach is the ability to build relationships with the coachee in that the coachee feels safe and trusting towards the coach, without the capability to interact with the client there may be a lack of progress or motivation. Another important skill of a coach is not to judge.
According to Thompson et al, coaching is a new trend in professional field that has increasingly gaining popularity in recent times. All coaching approaches have a common denominator despite the fact that lots of various definitions, ways to understand and categorizing practices in coaching may have. 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 and concrete behavioural changes (Dagley, 2010).
Flaherty, J. (2011). Coaching: Evoking excellence in others (3rd ed.). New York, NY: Taylor & Francis.
The coach has to act and support the client’s decision. Because my coaching peer was an experienced professional coach, I learned where I was hitting the mark and where I needed improvement. The experience in this assignment was enriching because it was actionable as I was actually able to demonstrate coaching and discover areas where I was strong and internalize and reflect on those areas, after personal critique, where I needed improvement. This assignment further contributed to the importance of cultural understanding pockets we have in the United States as well as my continued and personal growth as a global leader in
I wanted to start telling the story of our experience by sharing the feelings I brought into this exercise. A few years ago I underwent an experience of coaching through several sessions that left me this taste in the mouth that the coaching as a tool to develop others is not very effective. I have not taken the time to deeply analyze what went wrong but in general if I had to choose to do it again I think I would choose another methodology to foster change. Its objective in general is to assist in building behavioral skills, but in my opinion to really look for a long lasting change you need to give a deeper understanding to the lack of a certain skills, strongly reflect on the variables linked to it as could be the emotions, values and motivations that conduce you towards a behavior different that that one desired. Personally, I enjoy seeking information that allows me to jump beyond the facts, and staying on the behavioral side of the reality limits my passion for inspiration and insight.