Employees tend to be more motivated to work to their greatest potential when organisations provide the support and resources to develop their skills (Leonard, 2004). It is also seen to be ‘an effective mechanism for enabling an organisation to meet competitive pressures, plan for succession and bring about change’ (Caplan, 2003). A CIPD survey in 2004 proved that coaching is an effective way of promoting learning, has an impact on the organisation’s bottom line and is able to deliver tangible benefits to individuals and organisations (Jarvis, 2004): Views on the benefits of coaching (CIPD
The article was very interesting to me because it mentions good qualities that a good mentor should have. For example, one needs to look for someone who is well-respected and willing to be themselves, someone who has the time to be available, someone who is either really technically smart, and someone who has a great reputation. All of these I thought were excellent examples in searching for the right mentor. I learned that if all goes well with the mentor, then I will develop a fruitful professional relationship with someone who will be not just my trusted counselor and guide, but also my advocate. The interesting thing that came from this article was finding different ways searching for the perfect mentor for someone.
(Lynn, 2010). Sports can have much influence in developing young people’s ethical values however It is not innate therefore I, as a coach have to teach it through my conduct and in my behaviour with the officials, opponents, parents and participants since mere words without deeds is effective (Lynn, 2011). In my coaching I avoid using my power and abuse children by shouting or humiliating them but would rather treat
Contingency Model for Coaches According to Northouse (2013), the Fiedler’s contingency theory could be described as a leader-match structure where leaders are entrusted to the most appropriate situation while taking into account for their capabilities and traits. Therefore, the effectiveness of a leader’s style is contingent upon how they adapt to the current situation. One of the questions asked for this paper was to determine if the coaches’ style matched their situation based on Fiedler’s model. This question would have to be answered with a yes and no. In this model, the leader employs a task or relationship motivated leadership style (Northouse, 2013).
Having identified the weaknesses of the student, as a coach what practices / strategies would you use to improve his performance? 2. What methods of training would you use to improve his performance? 3. What practices / strategies would you use to improve your performance?
With doing this you can then develop a training programme to improve your athlete’s performance. How does Performance Analysis help athletes? To achieve repeated success coaches and athletes must know and understand what they have done to make them successful/unsuccessful. Coaches and athletes spend a great deal of time thinking about how you can improve, or trying to understand the elements that make up a good performance. Many coaches rely on what they observe in real-time to inform their coaching decisions.
A coach should treat everyone as an equal to avoid any conflict and always act as a good role model. A good coach should ask questions rather than just provide answers and identify a different approach each time when dealing with problems The characteristics of a good coach A good coach should be an active listener and able to empathise with the person, to help the individual develop in some way, e.g. to improve performance. The coach should be trustworthy and understanding and should be looking to gain trust of the person from the start. A good coach should adapt an approach which allows the person being coached to gain awareness and insight rather than directly telling them what to do or what they should learn, so the coach does not usually give direct advice.
I need the right platform and I think this company is one of the best. It will definitely help me to enhance and polish my skills. —Guest Utkarsh Willing to Learn I am looking for an opportunity in this field, to excel in this field and to contribute to the growth of organization.To be able to enhance my knowledge, and to develop my skills and personality. —Guest jernan Willing to Learn and Perform I am able to work co-operatively with others in order to achieve a common goal. I always aim at delivering quality work within timelines and I believe in adding value to the organisation and I take full accountability for my deriverables.
The person who is the coach intends to produce a conversation that will benefit the other person in a way that relates to the other person's learning and progress” Coaching in the workplace can be used for the development of staff, unlocking answers that they themselves hold inside their self. I cannot provide an example of coaching as I am just at the beginning of my journey in to the coaching world. Coaching can be used to improve performance, improve a persons self confidence which in turn will improve performance. The potential benefits of coaching could be: Improved focus and sense of direction, Increased self awareness, Increased motivation, improved performance and personal effectiveness, better able to handle change effectively and be better able to relate to and influence others. The role and responsibilities of a workplace coach is in a way to be a blank canvas in a sense meaning all the coaches beliefs and values should not be portrayed in any coaching session.
The Career Plan Building Activities made me realize I have strengths in the areas of coping with pressure, delivering result, following instructions, and adapting to change. These strengths will help me to be an excellent leader and encourage employees to do their best to deliver positive results for the company. I will be able to handle any circumstance and make beneficial and effective decisions. I will have to make sure I am thinking critically when evaluating arguments. I know how to recognize fallacies and can judge the validity and credibility of the source.