4. Chapter Four Results - 6147 4.1 Introduction This chapter presents the findings that are most relevant to the four research questions about the journey of an internal coach about: 1. What are the views of the coaches (both trainee and established) views and expectations of the role of the internal coach? 2. What are the lived experiences of the coaches (both trainee and established) as they trained to become a coach?
INTRODUCTION After intervening or interaction with different stakeholders within the service industry it is always important for a practitioner to reflect on those interactions or interventions made. The reflection helps us evaluate our growth at personal and professional levels. Supervision is a good aspect of personal growth of different people and it is important that people receive supervision. During fieldwork placement all the students are assigned supervisors that are to help the student reach their learning outcomes and adapt to the service provision in the agency. I was attached at the Sekgoma Memorial Hospital in Serowe during my third year placement.
This week reading allowed me to understand more about grief counseling and grief therapy. Grief counseling helps clients adopt healthy ways to face the reality of a loved one that has passed. Grief counseling adopt strategies such as increase reality of loss, face emotional or behavioral pain, solve any obstacles that can prevent the person from moving forward and finally finding a way to maintain a bond with the deceased. Grief therapy focuses on a deeper complexity involving grief. Therapy can continue any abnormality such as extended periods of grieving.
Four Performance Appraisal Tools Performance Appraisal is an evaluation system used in organizations. This method evaluates an employee’s performance to see where the employee’s strengths and weaknesses are and to fix them through training or otherwise. Performances Appraisal tools are designed in such a way that helps the supervisors evaluate their employees and highlight those strengths and weaknesses. Below are four those tools: 1. Rating Scales: This is a traditional method of evaluating performance.
The aim is to create a professional who is empathetic, accountable and self-aware. The Knowledge dimension emphasises the practice of life-long learning and skills development. It also requires the acquisition of knowledge about cultural and socio-economic situations within the professional’s region. The Empathetic dimension centres around identifying with patients’ situations and develops from a professional’s understanding of academic knowledge, his/her own self-awareness and of patients’ perspectives (Olckers, Gibbs & Duncan, 2007: 3). The Reflective dimension involves internal and external self-assessment of previous experiences to allow for personal and professional growth (Olckers, Gibbs & Duncan, 2007: 4).
Stein (2009) proposed a reflection typology tool for coaches which would allow classification of the coach role from the client session transcripts. For example, the coach may act as the problem solver, narrative listener, action facilitator, expert, guide or supporter at any point in the session (Stein, 2009). As the coach identifies the role, it may lead to positive adjustments in future coaching sessions (Stein, 2009). Asking oneself specific daily questions about leadership, sources of pride, accomplishments and challenges was proposed by Kellogg Insight (2016). The answers to these questions can then be used to enrich leadership attributes.
The mentor and coach (OJT trainer) need to acquire the knowledge and skills of mentoring and coaching; to learn the process of making meaning from experience and assist the individual (technician) to construct their own meaning and take account for their action. In other words, the OJT trainer plays an important role in intervening the technician’s internal transformation. Using the Kolb’s(1984) reflective model as an example, the OJT trainer need to help the technician to decipher concrete experience to meaningful concept through reflection and translate the new concept into action. A technician who is guided through this cycle by the OJT trainer would demonstrate a change in cognitive, behavior, learning and practice. The advantage of having a model is that it provides a framework for the mentoring session to maneuver and without deviating away from of the goals or learning
Introduction Self-reflection involves processes that occur after learning efforts and influence a learner's reaction to that experience (Dunlosky, 2009). Through the self-reflection, people can analyze their own cognitive processes, their own perception, actions, and behavior gain a better understanding of themselves and of their role addressing in the workplace (Leonard, 2002). This activity is part of our future strategies for dealing with different situations where we need to direct our action plans during self- directed learning (Ifenthaler, 2011). Based on the outcome of my self-reflection through applying the reflective framework to understand, how will I adopt different challenges in the first 12 months of my career. Using a reflective
Introduction Self-reflection involves processes that occur after learning efforts and influence a learner 's reaction to that experience (Dunlosky, 2009). Through the self-reflection, people can analyze their own cognitive processes, their own perception, actions, and behavior gain a better understanding of themselves and of their role addressing in the workplace (Leonard, 2002). This activity is part of our future strategies for dealing with different situations where we need to direct our action plans during self- directed learning (Ifenthaler, 2011). Based on the outcome of my self-reflection through applying the reflective framework to understand, how will I adopt different challenges in the first 12 months of my career. Using a reflective
This was done by designing a training intervention that taught employees to change their felt emotions to match organizationally-desired emotions by reappraising work situations in a more positive light. Appraisal theories of emotion, state that, emotions are generated by evaluations of situations or events. The purpose of the study was to increase positive emotions and decrease negative emotions in customer service employees by teaching them to appraise workplace events differently. Measures of dependent variables were taken for one week (five shifts) before the training and one week (five shifts) after the training. Additionally, a control group was included who received only general customer service training.
Revised Standards require evaluation at case closure, which also provide a natural opportunity for the volunteer to provide a reciprocal evaluation of their experience and supervision. Regular evaluations between the CASA volunteer and staff provide an opportunity for coaching and improvement in both the volunteer and staff performance. However, the Program Director and Case Supervisor conduct 3-6 month case planning reviews and believe that they can develop a document the will include the evaluation of the volunteer at that time. The program will need to submit a comprehensive plan for with specific activities and measurable factors related to in-service training and volunteer evaluations. .
Counselor met with Pt. for his scheduled individual session for one hour. Counselor and Pt. discussed his progress in tx, any recovery concerns, current dosage of medication effectiveness and future goals. Also, Counselor provided him coping skills to recover from the damage that substances have caused in his life.
As an admin and learning support co-ordinator, I am responsible for providing information and advice about training and learning matters. Participating and organising events in our offices, which seek to promote Learning and Development; arranging and supporting learning and training; gathering, collating and providing the appropriate statistics to the senior management team. 4,2 Points of referral When approached by a learner with a specific learning need I can help them to source it. This can be done either internally within departmental L & D provision or the Standguide Learning website or externally through Job Centre Plus, Colleges or other specialist learning providers. We provide unemployed clients with new skills which is, for many,
Meetings – Attending meetings to identify areas of development, strength and weaknesses relating to job role. Mentors – They put you through the right career pathway. Observation – My Manager or coordinator can observe my work, gives me one-on-one appraisal and also advise me on any concern and support on how to
This help is instructional exercise direction for ELLs offered by our bilingual certified educator three times a week. Our bilingual instructor meets with classroom educators to survey instructive qualities and needs of ELLs keeping in mind the end goal is to meet their academic