Coaching Model: Critique and PDP

This presentation provides an overview of coaching, including its types, process, value, and importance. It also presents a coaching self-assessment tool and discusses how to receive feedback as an effective coach.

Coaching model
critique and PDP

Table of Content
• Introduction
• Coaching
• Definitions from leaders in the field
• Types of Coaching
• Process of coaching
• Coaching value and importance
• Present a coaching self assessment tool to identify strength and weakness
• Areas of development
• How would you receive feedback as an effective coach
• Conclusion
• References

Introduction
•Coaching can be described as the process of providing training and
development to other people in order to develop their skills and knowledge.
It is very crucial for a coach to provide effective and efficient coaching in
order to develop and enhancing other skills an capability. The main purpose
of coaching is to increase and enhance the potential and performance on an
individual.

Coaching
•Coaching is the capability and potential for an individual to identify and
analyse other potential as well as work to enhance their capability. This can
be refer as a method that will support in accomplishing and achieving goals
of other. Coaching is a provoking and creative process that will lead to
maximize the potential of a person in respect to their personal and
professional development

Definitions of coaching
There are different professional leaders in this field that are capable to
provide effective and efficient coaching. Various definition of coaching in
mention below.
• As per the views of Whitemore 2003, Coaching is a way of unlocking a
person potential in order to maximize their own performance and
capability. Coaching will assist individual in learning rather then training
them.

Pros and Cons of coaching
• There are several advantages and disadvantages of coaching
method which is mention below –
• Pros –This is effective in analysing and determining potential of
learner as well as increase capability to perform required task in
better manner

Types of Coaching
There are various types of coaching that is mention below:
• Leadership coaching
• Career and professional coaching
• Team coaching
• Life coaching

Process of coaching
Different steps of coaching process in mention below in detail.
• Analyse
• Prepare
• Conduct
• Document

Coaching value and importance
•Coaching is very important for an individual as this help in developing
skills and capability of an individual. This is very valuable in increase of
individual potential and support in attaining desired goals. There are
different types of coaching techniques that can be used by an individual as
this will support in providing effective coaching. Various importance and
value of coaching in mention below in detail.

Cont.…
Coaching is crucial process that helps a person to identify their own skills
and capability. This process is considered valuable as in this individual is
true to oneself and analyze areas of development. This will lead to
accomplishment in success of an individual.

Present a coaching self assessment tool to
identify strength and weakness
There are different types of self assessment tool that will help in identifying
weakness and strength of an individual. As an effective coach it is crucial
for me to consider self assessment tools that will help me in analysing my
potential and capabilities. In order to analyse the strength and weakness I
have analysed Myers Briggs Model.

Cont.…
It included different types of personality traits which are mention below.
• Extraversion or introversion
• Sensing or Intuition
• Thinking or feeling
• Judging or perceiving

SWOT Analysis
• Strength – Effective thinking is my strength as this helps me in taking
better decision by considering all facts. Openness to new idea and
experience is my strength as this lead to increase my knowledge.
• Weakness – Lack of communication skills is weakness as this affect my
relationship with other. My focus on taking information through hands on
experience will deal in making decision and this is very time consuming.

Areas of development
Grow model in mention below that will help in developing weakness areas.
• Grow model
Different steps of this model are –
• Goals – In this step specific goals are set that needs to be achieve. Goals
is to develop effective communication and time management skills.

Cont.…
• Reality – This step includes the awareness of actual situation and
identifying obstacles. Introvert personality affect communication with
other person. Intuition personality trait lead to deal in decision making
process.

Cont.…
• Option – In this stage of coaching model different ideas are determine in
order to resolve issues. Communication skills can be develop by reading
books as well as having conversation with other person. In order to
manage time, a proper plan needs to be created which will include time
duration of conducting activities.

Cont.…
• Will - This is the last stage of model and in this choice of different options
are determined that will support individual to accomplish goals.

Rationale
• GROW model is very effective and efficient model for a couch as this
will support in developing different skills and capability of a person. At
first stage proper goals will be set and according to this reality of learner
will be identified. After this different options will be determine which will
help in growth of skill and other competencies. At last most effective
option will be identified in order to attain set goals.

Cont.…
• Pros of GROW model
• This is very effective framework that is very useful for navigating a path which will
support coach to conduct coaching session effective and efficiently. This is supportive in
conducting meaning conversation also.

Weakness of self assessment tool
• The major weakness of self assessment tool are -
• It only represent the personality trait combination of a person which is not
sufficient in order to determine actual area of development of a person
• This will includes internal factors only and forget about external elements
which have major impact in behaviour of person.

Coaching models
OSKAR Coaching model
This sis coaching model that is significant in developing and enhancing capability and
potential for learner. It includes outcomes, scaling, know how, affirm and action as
well as review.
Pros
This is consider as powerful model in order
to achieve solution. Through this coaching
method, learner will be able to get better
solution
Cons
The major disadvantage of this model in that
it is not focusing on problems of learner.

Cont...
CLEAR Coaching model
This is effective model that will help in clearly understanding the requirement of goals of clients in
order to conduct coaching techniques. This include listening, exploring, action, reviews.
Pros
This coaching method will assist in better
understanding of goals through effective listening.
Cons
This is very time consuming process as exploring
different impact of situation will require more
time.

Cont...
The FUEL model
This stands for frame the conversation, understand the current state, explore desired sate as
well as layout a success plan.
Pros
This will provide a proper plan for
developing skills and other competences of
learner as per the desired state.
Cons
It includes open ended conversation and
critical thinking to understand current state or
desired state which is very difficult process.

How would you receive feedback as an
effective coach
Feedbacks are very important as this helps in analysing what went good and
what not. As an effective leader it is my responsibility to receive feedback
form my learners. This will help in identifying my overall performance. I
would provide feedback form to learner so that they can give their true and
honest feedback. This will support in my self development as well as
enhancing my coaching skills and capability.

Conclusion
From the above report it can be concluded that coaching in a very crucial
process and it is very important for improving capabilities and potential.
Coaching will lead to provide direction to learner so that they can work
effectively and efficiently in order to successfully accomplish desired goals.
There are different tools and techniques that will support in providing
effective coaching.

References
• Ali, A. and Chan, E.C., 2016. The Key to Coaching. Learning, Application and Practice. Lulu. com.
• Claxton, J. and Gold, J., 2013. Leadership and Management Development. Human Resource Development: Theory and Practice,
p.259.
• De Vos, A., De Hauw, S. and Willemse, I., 2015. An integrative model for competency development in organizations: the Flemish
case. The International Journal of Human Resource Management, 26(20), pp.2543-2568.
• Essam, R., 2019. A professional development programme for supporting teachers in the design, development, and implementation of
Technology Enhanced Learning activities for teaching Arabic as a foreign language (Doctoral dissertation, Lancaster University).
• Gibson, H. and McDaniel-Hall, G., 2017. Utilizing Principal Coach Reflections to Co-Develop an Effective Coaching Strategy in a
Large Urban School District.
• Greenan, P., 2016. Personal development plans: insights from a case based approach. Journal of Workplace Learning.
• Kho, S.H., Saeed, K.M. and Mohamed, A.R., 2019. Instructional Coaching as a Tool for Professional Development: Coaches' Roles
and Considerations. The Qualitative Report, 24(5), pp.1106-1130.
• Knowles, Z., Gilbourne, D., Cropley, B. and Dugdill, L. eds., 2014. Reflective practice in the sport and exercise sciences:
Contemporary issues. Routledge.
• Leedham, M. and Parsloe, E., 2016. Coaching and mentoring: Practical techniques for developing learning and performance. Kogan
Page Publishers.

Cont.…
• Malpani, A., 2017. Automated virtual coach for surgical training (Doctoral dissertation, The Johns Hopkins University).
• Moran, A.P., 2016. The psychology of concentration in sport performers: A cognitive analysis. Psychology Press.
• North, J., 2017. Sport coaching research and practice: Ontology, interdisciplinarity and critical realism. Taylor & Francis.
• O'Connell, J., 2019. Measuring the Relationship between External Executive Coaching and Employee Performance: A study
with Executive Coaches, Senior Managers and HR Professionals in the Irish Financial Services Sector (Doctoral
dissertation, Dublin, National College of Ireland).
• Rodgers, M.K., Vescio, V., Burns, J. and Gibbs, L., 2018. THE ROLE OF PRESERVICE TEACHER COACHING IN
CLINICALLY RICH TEACHER EDUCATION. Outcomes of High-Quality Clinical Practice in Teacher Education, p.63.
• Sparks Jr, I., 2015. A case study of literacy coaching activities, approaches, and teacher perceptions (Doctoral dissertation,
University of West Georgia).
• Vinson, D., Parker, A., Baker, C. and Croad, A., 2013. Evaluating good practice in coaching delivery between governing
bodies of sport and county sports partnerships UK.
• Wisker, G., Exley, K., Antoniou, M. and Ridley, P., 2013. Working one-to-one with students: Supervising, coaching,
mentoring, and personal tutoring. Routledge.

Appendix
The Grow Model
Goals
This will include the
ultimate goal and
objective of learner
regarding want they
want to achieve
Reality
This refers to the
actual position of
learner and help in
analysing where they
are.
Options
In this learner will
evaluate different
method of achieving
goals.
Will
This will include the
commitment of
learner towards
increasing their skills
and attaining set
goals.

Thank You