Home Solutions Reflect on your opinion of coaching as a way to support peers, subordinates, and others, as people tend to be either for coaching or against it.
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Week 1: Reflecting on Coaching
One who coaches does so within the context of the organization, which is as unique as the individuals who work within it. Understanding organizational context is paramount, as it enables a coach to be the most effective in his or her role. Executive coaches seek to improve an employee’s professional performance for the purpose of maximizing personal and professional success and that of the organization.
As organizations are increasingly required to become more innovative, leaders are called upon to use a broader repertoire of skills to maximize internal human potential. Coaching skills and the theories from which they originate encompass interdisciplinary fields such as organizational development, humanistic psychology, and dialogue and systems theory.
By seeking to leverage the personal attributes and resources of an employee, an executive coach can develop and enhance additional competencies, which often are prerequisites to advancement within an organization, as well as for the success of the organization as a whole. Executive coaches can assist their employee in honing qualifications by providing feedback through guided experiences that seek to heighten:
a.effective communication skills,
Since the most effective leaders value the importance of continued self-improvement, a coach seeks to focus an employee’s individual energies to obtain a clear vision and plan to achieve specific growth goals.
Assignment 1: Reflect on Coaching
Reflect on your opinion of coaching as a way to support peers, subordinates, and others, as people tend to be either for coaching or against it.
In your reflection, describe your view of the purpose of a coach. Begin with your original thoughts and opinions, before completing the assigned readings. Next, discuss your enhanced views on the purpose of coaching. Compare and contrast your initial views with those now.
Also, explain why experts and authors on coaching emphasize relationships as being a foundation for coaches if they are to evoke excellence in others. Determine how coaching differs from traditional approaches to managing individuals. Provide examples to support your thoughts and findings.
Support your assignment with at least five scholarly resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included.
Length: 5-7 pages, not including title and reference pages
Week 2: Core Competencies and Outcomes
As a coach, you must thoroughly understand what organizational coaching is and develop the core competencies required to serve and work with others in this capacity. By determining and assessing your personal mastery as a coach in identified core competencies, you begin to establish your particular style as an organizational coach. Core competencies enable you to create a coaching ‘toolbox’ from which to draw from and use when working with employees.
Assignment 2: Examine Coaching Outcomes
In a critical analysis of the core competencies required for successful coaching, explain the various factors that can contribute to positive or negative coaching outcomes. Identify which tools are used in successful coaching. Determine if these tools could be misused, then explain how and provide examples to support your thoughts. Then, examine how leadership style can affect coaching.
Support your analysis with at least five scholarly resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included.
Week 3: Coaching Ethics
There are a myriad of coach specializations such as personal/life and corporate/business, each having a common purpose: assisting employees. Due to the personal nature of coach/employee relationships, a Code of Ethics is required to serve as the framework for professional coaches. A well-defined Code of Ethics: 1) provides the broad principles and values to which coaches subscribe, 2) outlines expectations for coaches, and 3) serves as a foundation for the ethical and moral standards of coaches.
Additionally, the International Coach Federation (ICF) has established ethical guidelines for coaches on the topics of coaching relationships and contracts, employee protection, confidentiality, and conflicts of interest.
Instruction:Read Web Article
Assignment 3: Affirm Coaching Ethics
Draft a white paper for your organization that assesses each guideline upheld by ICF, and then indicate why it is paramount for a coach to adhere to each principle. Then, compare and contrast the ICF Code of Ethics to the Code of Ethics outlined by the International Association of Coaching. Also, identify at least one method you would implement to ensure adherence to each identified guideline by these two entities.
Support your white paper with at least five scholarly resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included.
Week 4: Theorists and Contributions to the Coaching Field
Roots of coaching were first developed by theorists such as Freud, Adler, Erikson, Gennep, Gestalt, Levinson, Kegan, Gould, and Gilligan. Their research includes adult and moral development theories. Theorists adapt and integrate observations to form a theory rooted in basic assumptions, principles, and systems-oriented thinking. Theorists also provide a framework and structure to use when coaching. Coaching integrates many fields of knowledge; many theories and models of proper coaching exist today.
While coaching theories and models are plentiful, you will find similarities. Comparisons reveal a common emphasis on a coach/employee relationship that is built on trust and confidentiality, effective two-way communication, and the formulation of employee-based goals and expectations. The work of coaches should indeed be based on and grounded in theories and models that are research-based and proven to be effective for employees.
Assignment 4: Present Contributions to the Coaching Field
Research and identify contributions to the field of corporate or executive coaching, or mentoring as it pertains to leadership or management theory. Then, prepare a PowerPoint presentation in which you introduce these components of leadership theories along with how they have influenced coaching in the business world to a group of undergraduate business students who are pursuing a corporate coaching specialization. Special facts, as well as specific contributions to the field of coaching, should be provided to engage your audience.
Incorporate appropriate animations, transitions, and graphics as well as speaker notes for each slide. The speaker notes may be comprised of brief paragraphs or bulleted lists.
Support your presentation with at least five scholarly resources. In addition to these specified resources, other appropriate scholarly resources may be included.
Length: 12-15 slides (with a separate reference slide)
Notes Length: 200-350 words for each slide
Week 5: Rogerian Thought
Theorist Carl Rogers broke new ground when he created his person-centered approach (early on in his career, referred to as a non-directive approach). This was a true paradigm shift because prior to this, researchers were considered to have all the answers; employees were directed by their coach as opposed to being self-directed as a contributor to the working relationship (Peltier, 2009). With his emphasis on human potential, Carl Rogers’ work and legacy continues to have a profound influence in leadership and coaching.
Review the resources listed in the Books and Resources area below to prepare for this week’s assignment(s).
Peltier, B. (2009). The psychology of executive coaching: Theory and application (2nd ed.). New York, NY: Taylor & Francis.
Assignment 5: Explore Rogerian Thought
In a critical analysis, evaluate how the principles and concepts of the employee-centered approach can enhance the effectiveness of a coach. Explain how coaching has evolved from a coach-centered approach, where the coaches were to have all the answers, to a more employee-centered approach. Determine how an employee must contribute to coaching in terms of finding answers and being responsible and accountable for what he or she must learn during the coaching sessions. Provide detailed examples to support your ideas.
Week 6: Coaching Assessment Models
To optimally facilitate the coaching experience, assessment models are frequently utilized. Options are endless. It is the coach’s responsibility to:
a. understand what models exist,
b.identify which assessment may be most appropriate for a specific circumstance,
c. interpret information garnered from the assessment to determine the best fit for the employee,
d.assist the employee in operationalizing identified goals, and
e. promote the continuous reflection of professional practice.
For a coach to enhance an employee’s specific skills, assessments must be incorporated. An assessment provides an objective means from which to formulate a plan. A coaching plan incorporates goals and objectives for identified problems or areas in need of improvement. If properly utilized, assessments can afford the employee clarity regarding an approach intended to foster a commitment to action.
Assignment 6: Evaluate Coaching Assessment Models
Identify and analyze three different assessment models for coaches. In a PowerPoint presentation for your business colleagues, evaluate each model’s specific components. Then, identify the model that you believe to be most effective; use specific examples to substantiate your selection. Conclude by summarizing how you would incorporate and fully realize the model as a corporate or executive coach.
Week 7: The Application of Models
Case Study Analysis
A case study provides an authentic and relevant situation in which a decision must be made and/or a problem needs to be resolved. Most case studies are written in such a way that the reader assumes a specific role whose responsibility it is to make decisions. A given case will present facts about an identified organization, its stakeholders, and/or an individual. In this section, you will be asked to analyze a case by focusing on identified and implied facts, and then use this information to determine alternative courses of action for the employee. Also, you will be asked to prepare a case study of your own for the Signature Assignment.
Coaches apply certain skills depending on the organization’s needs. Assisting a specific employee is very different from a complex coaching structure involving multiple departments containing various individual personalities. When conducting a case study analysis and identifying a problem, remember that some facts will become more pertinent and relevant than others. Assume the facts and figures in the case are true, but, as in a real-life coaching situation, statements, judgments, or decisions made by the employee should be questioned. Be sure to identify the most important facts that would help you define the central problem or issue. You can make assumptions, but any assumptions on your part should be reasonable given the situation.
Peters, J., & Carr, C. (2013). Team effectiveness and team coaching literature review. http://bit.ly/24WxTph
Assignment 7: Analyze a Case Study Utilizing Models
Use the following case study to complete your written assignment. Using one or more of the models provided in your readings, write a paper to address the following:
Determine the employee’s specific responsibilities, as well as areas of strengths and weaknesses.
Outline the issue and concerns that might be addressed in a coaching relationship, as well as problems, challenges, or opportunities that are of importance. Develop a proposed plan of action with measurable goals for you (as coach) and your employee (Joe) to follow.
COACHING CASE STUDY
Joe R. is a 42-year-old systems analyst who, over the 16 years of his career with the Techno Corporation, has taken positions which have drawn on his technical skills, strong ability to think systemically, and willingness to take on new challenges under high-stress conditions. Until recently, Joe was doing an effective job as a team manager in the information systems arena. He was able to drive his team to both produce outcomes in a timely manner and proactively address quality control issues. His style of working the team is consistent with his background. He would bring the team together at the outset of each project, provide numerous diagrams and visual representations of the work to be done, provide timelines, make assignments, and schedule regular meetings to review progress. Given the record of the team’s success, his style seems to have been effective with his staff, most of whom had similar backgrounds and training.
The organization in which you and Joe work has recently undergone a significant re-organization, moving from a project team model to an integrated matrix model. Technical teams must now work collaboratively with the business and marketing teams. Team managers who used to have full control of the human and financial resources necessary to carry out projects must now plan and work across the board with peers. In some instances, a team manager must request personnel from another area or negotiate budgets with their internal “customers.” The shift has been very difficult for Joe, who has habitually regarded the business and marketing functions of the corporation with some suspicion. In his first quarter review with you, Joe expresses great frustration with the changes. He complains that his peers in business and marketing have been uncooperative, arguing with his every request and failing to include him in decision-making on personnel allocations. Therefore, he is asking you to exert some influence to support him.
As his supervisor, you want to help Joe develop more advanced managerial skills that will enable him to move upward within the organization. You want to assist him in resolving his differences with peers in a constructive manner and help him acknowledge and work with the impact that organizational changes have had on him. As you continue the conversation with Joe, several other considerations emerge. Joe is married, with two boys who play baseball. He regularly coaches their team and has placed a high priority on time with family. While Joe does want to move forward within the organization, he has reservations about the time commitment and is concerned about how this might affect his family life. He is also uncertain about how he fits into the new structure, confessing that he feels somewhat devalued by the heavy corporate emphasis on marketing and innovation. Joe wonders if his college degree (a bachelor’s degree in computer science) is sufficient to carry him forward.
Support your case study with at least five scholarly resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included.
Week 8: Signature Assignment: A Personal Case Study
For your Signature Assignment, you will prepare a personal case study. Determining which information to include and issues to resolve can initially appear overwhelming. Be sure to use the following information, which provides you with an outline and structure for your case study.
Preparing a Case Study:
1.Opening Paragraph: Identify the employee and introduce the situation.
2.Background Information: Summarize any significant information that would help the reader better understand the context and background of the employee and organization in which the employee works.
3.Line of Work: Summarize the type of work the employee performs.
4.Key Issue/Problem/Challenge: Identify the most important key issues/problems/challenges and separate them from more insignificant issues.
5.Decision Criteria: Determine and document the decision criteria that you will use to formulate an action plan.
6.Generate Alternative Courses of Action: Outline courses of action the employee can take to address issues/problems/challenges.
7.Select the Preferred Alternative: Articulate your choice for the preferred course of action and established goal(s) you would recommend to the employee. Provide a detailed explanation as to why you made this selection. Be sure to also explain why other alternatives were neither selected nor enacted. Identify the data that will be used to determine the success of the plan.
Assignment 8: Develop a Personal Case Study
Create a case study on yourself or someone you have previously worked with in regard to a coaching situation. You can assume either the role of leader/coach or the individual being coached.
Research peer-reviewed journal articles from the Northcentral University library and utilize course readings to create an academic basis to support, analyze, and evaluate your coaching experience.
Then, using the outline provided in this week’s introduction, prepare a comprehensive paper that responds to each item in the outline.
Support your case study with at least seven scholarly resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included.
Length: 12-15 pages, not including title and reference pages
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