activity 8

Undertake the following activities and answer following questions. 

A coaching program involves gaining an overview of an organisation’s mission, vision, and values. Then it must factor in the department needs to determine a department-level action plan followed by developing actions for trainees. 

Answer the following questions:

What steps are recommended to ensure that a coaching strategy is consistent with work practices and operational needs?

Plan Your Gap Analysis – The first step to make sure that the coaching program has the impact you seek is the “gap analysis”, which is simply the process of understanding what skills leaders need

Remember the Needs Analysis – This approach can undermine the effectiveness of the coaching.  The coach’s view of what great leadership is might not match the organization’s view, or even worse, might not line up with the needs and goals of where that particular company is at the time.

Don’t Stop with a Competency Model – In most other cases, the needs are derived from a leadership competency model – coaches look at the company’s competency model or a generic model and use that as the target for the needs analysis.

Incorporate Real Work – Your coaching provider should understand the ongoing projects and goals of your leaders and how those activities tie to the company’s broader strategy.

Focus on the Big Picture – As a result, the coaching needs analysis should be deeper than a review of the competency model.  The coaching provider and HR leader should have a deep discussion of the ongoing challenges and goals of the organization at this time, and of each coachee.

What factors should be considered while developing action plans for managers and employees?

Personal factors may include: knowledge, beliefs, skills, education and training, experience, cultural norms and practices, social status, cognitive or physical abilities, gender, age, genetic predisposition

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ge, beliefs, skills, education and training, experience, cultural norms and practices, social status, cognitive or physical abilities, gender, age, genetic predisposition

Environmental factors may include: social support, available resources and services, barriers (including financial, physical, and communication), social approval, policies, environmental hazards, living conditions, poverty, and disparity in status

What areas coaches need professional development?

Be Supportive:

Be supportive of the members of your team.

Define The Topic and Needs:  

Clearly identify a problem or need with the employee.

Establish Impact: 

Show the employee how their direct actions are affecting/impacting their goals, the success of those around them, or the overall success of the company.

Initiate A Plan: 

Create a plan that is both specific and achievable with the employee. positive results and reinforce their ability to accomplish the plan.

Get A Commitment: 

Get a commitment from the employee that they’ll implement the plan.

Confront Excuses/Resistance: 

Make sure to layout each phase of the plan to the employee with transparency before beginning.

Clarify Consequences, Don’t Punish: 

Make sure that both parties are clear on the outcome of the plan.

Don’t Give Up: 

Discouraged employees will only become less productive if they sense that you’ve given up on them.

Ellinger, A.D., Hamlin, R.G., Beattie, R.S., Wang, Y.L. and McVicar, O., 2011. Managerial coaching as a workplace learning strategy. In Supporting workplace learning (pp. 71-87). Springer, Dordrecht.

Scott, S.E., Cortina, K.S. and Carlisle, J.F., 2012. Understanding coach-based professional development in reading first: How do coaches spend their time and how do teachers perceive coaches’ work?. Literacy research and instruction, 51(1), pp.68-85.

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