They define coaching as “helping to change the behaviours that threaten to derail a valued manager” (p.316); the process of coaching can be different on the basis of the workplace situation. Term of coaching mainly denotes to the methods of assisting others in order to develop and learn new skills, improve, find individual success, attain determined goals, and balance individual challenges and opportunities for success. Basically, coaching can address behaviours, attitudes, skills and knowledge and could also focused on spiritual and physical enhancement of the
The first study by Theeboom et al (2013) is a meta-analysis on the effects of coaching on individual level outcomes in an organizational context. In this study, the authors aimed to shed light on the effectiveness of coaching within an organizational context. They addressed the question of coaching effectiveness in 5 areas: performance/skills, well-being, coping, work attitudes, and goal-directed self-regulation. The second study I consulted for the review process is Grant et al (2010), ‘The State of Play in Coaching Today: A Comprehensive Review of the Field’. The reasons why I relied on these two studies is because the authors undertook a comprehensive review of the coaching effectiveness and coaching literature achieving both breadth and depth in the review.
Also, when the leader is less experienced then employee, coaching style would not help due to the fact that such leader won’t be able to teach the employee something new. Managers are unfamiliar with such style especially when they need to provide regular feedback to the employee to motivate subordinate. Coaching style not quite popular in companies, though some organizations already have understood its viability to the success and try to stimulate managers to improve talents of their subordinates . 4 QUALITATIVE DESCRIPTION OF LEADERSHIPS Let’s see how observed leadership styles affecting the team. Full Range Leadership model discussed in , and 6 Types of Leadership in .
This shows how serious you are and now they know the boundaries ad what you are looking for as a coach. After you gain a solid relationship you can perform an assessment on who you are coaching to see what skills they lack and what you need to work on. According to The Key to Effective Coaching, you should provide timely feedback and clarify behaviors you would like to change. You need to always be honest with them so they can trust you more and know what you are telling is the truth. After a while check for improvement and plan accordingly to how they have been doing with the exercises you have been
- To become a better leader in daily work. This is then compared with the analysed literature to find out whether the things which have been mentioned the responses have equally been mentioned in the literature it is based on this that the extent of consistency or inconsistency is posited by the researcher. Another example to show this is way the researcher analysed the responses to the question about “What the challenges of executive coaching from a leader´s perspective are” The analysis says that all the interviewees also mentioned in this part the challenges of coaching. Most of the interviewees had faced challenges that affected the success of their coaching experience. The most mentioned challenges were linked with the Executive Coachs’ qualities: - Lack of good business and industry experience (The coach has not faced difficult leadership challenges, taken risks or made mistakes in business world.).
1.3 – Describe the behaviours and characteristics of an effective workplace coach Here I am going to outline some of the important characteristics and elements which will enable all coaches to effectively facilitate coachees in order to achieve their goals. Listening Good listening skills are imperative; indeed, all-round communication skills are a must. It’s all very well asking the ‘right’ questions, but if the coach doesn’t fully hear the answers, they could steer their coachee and any corresponding plan of action in the wrong direction. ‘Reflecting’ is a common technique for coaches; it’s not just about whether they’ve heard what has been said, but whether they’ve understood, using key words and phrases. Less is more: interruption or interjection, a lack of understanding, and continual assumptions can all arise through poor listening skills; the effective coach shows interest, and makes the focus of any session the coachee.
To be successful a Coach requires knowledge and understanding of process as well as the variety of styles, skills, and techniques that are appropriate to the context in which the coaching takes place”. Coaching is a professional relationship that helps people meet great results in both lives personal and professional also helps to fill the gap
There has been much debate on the differences and similarities of coaching and mentoring. Coaching and mentoring are used for a variety of purposes to develop managers and leaders. They support change in the working environment, help to reduce stress, develop independence and improve performance and skills. How successful these can be for an organisation will depend on a number of factors: the culture of the organisation, the skills of the mentor or coach and the importance placed on learning and development within the organisation. Mentors are generally seen as more experienced members of an organisation who share their experience with less-experienced colleagues, to support their development.
These will allow me to apply the difference styles of leadership. In identifying my own leadership style (supportive), I discovered that there where instances that I would have to use a little of all styles. I think the best way for me to improve my choice of leadership style and to know when to apply the other styles will be to continuously expose myself and participate in formal and informal education classes. As I observe and learn from my own senior management and peers through questions, application and/or coaching; this will provide opportunities for me to constantly improve. As a leader and being positioned between the demands of management, team and the workers; leadership skills must include the ability to juggle the various priorities while keeping performance high and cost under control.