Behavior Coaching Approach and Transitional Leadership

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Behavior Coaching Approach and Transitional Leadership Introduction According to the Society for Industrial & Organizational Psychology (n.d.) coaching is a useful and widely used approach to employment development. The goals are typically to improve clients understanding of a situation, learn new skills and to prepare for future situations, and improve performance areas. The behavior approach to coaching often works well for the development of skills that require feedback on actual behavior. When a client is transitioning into a new leadership position from within an organization, several issues of leadership can arise. The client may have doubt stemming from self-esteem issues of uncertainty that he or she can perform the job. A promotion means that someone else believes in your competencies, but does not necessarily mean that the client believes in his or her own abilities. It is also important to develop a leadership style, as this was never an issue in the past. The coaching process using the behavior approach will help the client deal with perceptions and teach new ways of learning in order to facilitate a behavior change. The behavioral theoretical approach best addresses the situations of transitioning into a new position, which would entail prediction of future behavior and situations. According to the Society for Industrial & Organizational Psychology (n.d.), “the basic premise behind behavioral-based coaching is that it is the most accurate predictor of future behavior and following performance.” The coaching process involves several areas of development and assessment. The fist area of development is the initial contact and establishing a relationship. In many cases, the coaching relationship is strongly correlated with a successful coaching result. In order to build a successful coaching relationship, rapport must

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