Business Psychology, Coaching And Mentoring docx.

Running head: BUSINESS PSYCHOLOGY, COACHING AND MENTORING
BUSINESS PSYCHOLOGY, COACHING AND MENTORING

BUSINESS PSYCHOLOGY, COACHING AND MENTORING 2
Transcript
The goal you have selected and why it is important to you
My goal is to be an executive officer in the health industry in the administrative field.
Decision-Making Capabilities
This goal is significant for me because as an executive officer, I can retain some decision-
making competencies as it permits me to persuade the company direction. The opinion of
mine would be valued one as well as, would be deeply accounted for while creating higher
decisions.
Perks
There are different perks that I would be exposed during this period. It incorporates the detail
of costly security, personal travel, private planes, country club memberships, drivers, as well
as, luxury cars.
How you selected the goal, that includes the specific elements that make it SMART
I have selected my goal on the basis of following principles as it would aid me to arrive at
SMART goal. These principles are described as given below:
Develop specific goals: It should be well defined and clear.
Develop measurable goal: It involves the specific dates, amount, and more about goals hence,
I can measure the degree for achievements.
Set Attainable Goals: Ensure that it is possible for attaining the goals I set.
Develop relevant goals and develop time-bound goals.
Goal-setting theory and its application and effectiveness in case
A summary of relevant goal setting theory
Goal-setting theory is illustrated as the impact of setting the goals on the performance. Edwin
Locke addressed that individuals who develop the specific and complex goals that are
performed better as compared to those who set general and easy goals. Along with this,

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Locke stated that there are different principles for setting goals such as clarity, challenge,
commitment, feedback as well as, the complexity of the task (McCarthy, 2018).
The given below is effective goal-setting principles that I would use:
Clarity: My goal would be clear and specific.
Challenge: My tedious and easy goal is demotivating. However, there is a need to keep
realistic balance and do not expect anyone in the team for rotating the stubble into gold.
Commitment: I would comprehend and obtain the goal from outset.
Feedback: I would provide regular feedback during the whole procedure. It is supporting for
me to maintain the goal on track.
Difficulty in Task: I would also think regarding realistic timescales as well as, break down
the procedure into the sub-goals with the consistent review (Locke and Latham, 2019).
Smart goal setting theory
Goals are an essential aspect of business and offer a sense of direction, clear focus,
motivation, as well as, clarify the significance. By developing the goals for themselves, an
individual provides themselves with the target to achieve their aim. A smart goal is
implemented to help instruct in the setting of a goal. SMART is related to abbreviation that
stands for specific, measurable, achievable, realistic, and timely. Hence, a SMART goal
considers all of these principles in order to focus on efforts as well as, increasing the
opportunities for all of these attainable goals (Locke and Latham, 2019).
SMART goals are as following:
Specific: Clear, well-defined as well as, definite
Measurable: With the particular criteria that determines the progress with respect to goal
attainment
Achievable: Achievable and not incredible to attain
Realistic: Within reach, relevant, and realistic to lifetime purpose

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Timely: With the visibly specified timeline such as starting date and target data. The aim is to
develop the urgency (Landers, Bauer, and Callan, 2017).
Explain how the theory helps to make your goal more achievable
 Goal-setting theory helps me to raise the incentives for workforces to achieve work
significantly and rapidly.
 Goal setting leads me to better performance through increasing the efforts and
motivations, however, through enhancing and increasing the quality of feedback.
Your plan to support yourself to achieve the goal, with an outline of some of the questions
you would ask yourself, and some approaches that you can use to help you to achieve your
goal
Personal coaching plans
Executive coaching emphasizes qualities related to effective leadership and enhanced
business outcomes. It contains the series related to structured, one-on-on communications
among coach and executives. It is intended for improving the performance of executives in
two fields such as individual performance (Latham, Brcic, and Steinhauer, 2017).
The coaching plan could be shared accountability among team members as well as,
supervisors. Team members would initiate the strategy as well as, managers would offer
instruction to develop a coaching plan, which may develop the expressive goals (McCarthy,
2018).
Application of GROW model to achieve a goal
The GROW model is a coaching structure that is implemented through managerial coaches.
In the context of its relative simplicity, different managers have trained themselves in the
GROW model as a manner of structure coaching as well as, mentoring conferences with their
workforces. The GROW coaching model is used for learning through experiences such as
insights, reflection, making selections, and tracking them. The achievement is related to

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coaching trajectory with the GROW coaching model (Shoaib and Kohli, 2017). It relies on
energy and time invested in the procedure through the client. My goal is to become an
executive officer in the administrative field of the healthcare sector. At present, I am focusing
on managing the work in healthcare sector. There are different options to reach the goal such
as using SMART approach and GROW model and the action that I require to meet this goal
is to attend conferences and discussion with the experts (McCarthy, 2018).
Goal
At the time of the initial phase of the procedure, my goal is about the preference. In this
phase, some questions will be asked:
What do you want?
How will you sense once it is attained?
What is different?
What does that look like?
Reality
At the time of the second phase of the procedure, both the mentee and coach identify and
illustrate the existing reality about the situation with the application of several modes.
Following are some questions that would be asked at this phase:
What is happening in current times?
How far are you from an ideal condition?
How do you feel regarding my existing condition?
What is the impact on me and their life?
What is standing in the manner of my goal?
Opportunity
Once reality and all obstacles to existing goals have been identified and inappropriate
pseudo-obstacles is redundant. The options are related to how to deal with the existing

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concerns that are preventing the development and it can be addressed. There are some
questions that would be considered by me that are as follow:
What could I have?
Who could support me to attain my goals?
Who could support me for attaining the goals?
What data do I have need and how could I require it?
Will/Wrap-up/What next/Way Forward
The next phase of this procedure is when the client is committed to decisive actions to shift
with respect to the goal. Different questions would be responded by me that are described as
given below:
How and when would I do it?
What will I do to achieve my goals?
How committed I am to this action?

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References
Landers, R.N., Bauer, K.N. and Callan, R.C., 2017. Gamification of task performance with
leaderboards: A goal setting experiment. Computers in Human Behavior, 71, pp.508-515.
Latham, G.P., Brcic, J. and Steinhauer, A., 2017. Toward an integration of goal setting theory
and the automaticity model. Applied Psychology, 66(1), pp.25-48.
Locke, E.A. and Latham, G.P., 2019. The development of goal-setting theory: A half-century
retrospective. Motivation Science, 5(2), p.93.
McCarthy, P., 2018. Goal Setting. In Sport, Exercise, and Performance Psychology (pp. 221-
232). Routledge.
Shoaib, F. and Kohli, N., 2017. Employee engagement and goal-setting theory. Indian
Journal of Health & Wellbeing, 8(8).