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Theoretical approaches to coaching
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Introduction
When a company takes on new employees, at any level, the initial impression of professionalism and competence will have an impact on the effectiveness and contribution of that employee. It sets out the standards of what is expected in terms of safety, procedures, and performance. A good induction will welcome the new employee and help them to integrate into the business more smoothly.
It is important to remember that all employees, new and existing, have skills which may not be fully utilised. When recognised and developed, these skills could be of great benefit to the business. A good leader must also be a good coach. Coaching can be used to help develop these untapped resources, and to build on known skills. It will improve an employee’s sense of self-worth, and improve the effectiveness of a team.
In this assignment I will describe some of the benefits of induction, and the support that can be offered after the induction period. Including the induction procedure of Romec Ltd. I will also talk about a recognised coaching technique which can improve confidence and performance in the workplace. I will prepare a plan for a coaching session to show how timescales can be used and how to overcome resource implications. To conclude, I will explain the principle of feedback, and the importance of this in a coaching relationship.
Benefits of Induction
“Most employers recognise the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time”
ACAS, June 2005
Inductions should be a key part of every employee’s education into Romec. There are many benefits to having a good induction w...
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...tant. To be constructive, feedback should not be delivered in a manner that provokes resentment, resistance, defensiveness, hurt feelings, shame or a sense of failure. This is where emotional intelligence really makes a difference.
Constructive feedback can be an effective tool when coaching other people in order to praise their strengths and develop the areas where they need to improve. The coachee’s performance and behaviour must be the focus and not the nature of the coachee. This will guarantee a positive response and understandings which will make the coaching effective. The positive attitude towards the coachee will boost self-confidence and assure sustainable learning and development.
In conclusion, timing of the feedback is also important as the main goal is to get the full attention of the coachee and main the focus should be to help team members
Power is based on movement. It is the ability to move ideas, people or actions. Power can also be defined as currency. Power is like currency because it enables movement of ideas, people, and actions through making connections with or influence others. Power currency is worthwhile only if the other person values it. What is valued varies from individual to individual. It is imperative a strong understanding. This paper will attempt to describe the role of power currencies in the coaching process and how an action plan and feedback aid the coaching process.
The author shows how coaching differs from counseling. To start with, Collins supposes that counseling focuses on negative psychology that includes dealing with conflicts, spiritual struggles, and emotional matters like depression, while coaching focuses on improving team-building and performance, career growth and finding fulfillment (2009). According Collins, counseling fixes what is wrong, while coaching enables individuals to reach their goals. Coaching is centered on the present and future likelihood, getting unstuck and attaining the set goals, while counseling is centered on causes of the problems that are as a result of the past, and attaining healing and stability.
Induction programmes are not usually about a specific job the employee will be doing, but the way in which the business works. Then they have off and on the job training, which takes place in different methods. Induction This is the training provided for new employees and in this program they will learn the following: * Where everything around the workplace is such as the essentials which are fire exits, toilets, staff canteen, basically they will get a guided tour of their place of work. * They will go through the employee’s hour of work, who their manager is, name tags, uniform and training which will be provided for them in the future.
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
Lennard (2010) reminds us that the models merely provide an outline, a structure, and a direction. She also emphasizes the models are used to facilitate a method of exploration which is extremely important for client self-awareness and continual development. Coaching is centered on unlocking a person’s potential to maximize his or her own performance. Focusing on improving performance and developing skills is essential for an effective coaching outcome (Fielden, 2005). The use of a model can lead to greater insight and understanding by simplifying and clarifying this process.
Khan, M. I. (2012). The Impact of Training and Motivation on Performance of Employees. IBA Business Review, 84-95.
In Feedback as a gift, Friedrich discusses his points on how feedback should be viewed. The author describes feedback as a gift and if we view it that way it would change our mindsets when receiving it. On another note the article by Stone and Heen, Difficult conversations 2.0: Thanks for the feedback, the main focus is on the benefits we receive from accepting feedback and becoming a skillful receiver. The author also discusses why we as humans reject feedback calling these reactions triggers. In Max Performance Feedback, Sadri and Seto discuss the three different types of feedback. Each articles content is crucial to one’s professional development.
Whitmore, J. (2009) Coaching for Performance: Growing Human Potential and Purpose. (4th Edition) London: Nicholas Brealey.
Induction of new employees is a process of welcoming and preparing staff for their position within the company. A procedure may include the following; a welcome to the company, employment terms and conditions (pay, starting/finishing times etc), Company policies (Health and safety), Company structures, Company procedures (sick, disciplinary etc) and Company/employee goals.
In this essay there will be some discussion about my personal values, beliefs, ideologies and knowledge I hold important and have developed from my personal experiences as a coach and a participant. Also, how these factors such as coaching theories have influenced my current coaching practice.
(Betts, 2006). The management in this case let the employees feel more empowered by giving them authority over their day to day work which in this business situation is a necessary in order to have a creative workforce. Another way of maintain the culture of Coach is by having a direct flow of information from the top down, in other words if the company chooses an action then implementing them follows shortly after. By Maintaining a decision making
It is important that everyone know and understand that feedback and coaching are good things. What is Coaching? ; "A method of directing, instructing and training a person or group of people, with the aim to achieve some goal or develop specific skills. There are many ways to coach, types of coaching and methods to coaching. Direction may include motivational speaking and training may include seminars, workshops, and supervised practice."
Feedback is a first person communication skill that is a fundamental aspect for personal and professional development. Feedback involves communicating information of ones observed strengths, weaknesses, and suggestions for improvement on tasks performance or behaviours towards another, and its purpose is to benefit and provide insight to the feedback recipient (De Janasz, Wood, Gottschalk, Dowd & Schneider, 2006). This form of communication is characterised as specific, descriptive, constructive, as well as supportive (Shute, 2008). As illustrated in the video (2:17), feedback is demonstrated by an initial positive observation, followed by the presentation of the feedback itself. Subsequently, there was an invitation of response to gain further understanding and clarification, an appropriate suggestion for improvement, followed by a positive encouragement. According to De Janasz et al. (2006), these demonstrated components of feedback are considered effective. The above explanation of feedback ther...
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.
How you deliver feedback is as important as how you accept it, because it can be experienced in a very negative way. To be effective you must be tuned in, sensitive, and honest when giving feedback. Just as there are positive and negative approaches to accepting feedback, so too are there ineffective and effective ways to give it.