Coaching Model Critique and PDP

This report discusses the concept of coaching, different types of coaching, the coaching process, and the importance of coaching. It also presents a coaching self-assessment tool to identify strengths and weaknesses. The report concludes with a discussion on how to receive feedback as an effective coach.

Coaching model critique and PDP

Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Coaching............................................................................................................................................3
Definitions from leaders in the field..................................................................................................3
Types of Coaching.............................................................................................................................4
Process of coaching...........................................................................................................................4
Coaching value and importance.........................................................................................................5
Present a coaching self assessment tool to identify strength and weakness.......................................6
Areas of development........................................................................................................................7
How would you receive feedback as an effective coach...................................................................8
CONCLUSION.....................................................................................................................................8
REFERENCES......................................................................................................................................9

INTRODUCTION
Coaching can be described as the process of providing training and development to
other people in order to develop their skills and knowledge (North, 2017). 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. This will support in conducting task and activity
in more effective manner. This report will include the concept of coaching as well as different
types of coaching. In this proper process of coaching in analysed along with the importance
of coaching. In this report a proper coaching self assessment tool is determined that will
support coaching in evaluating their strength and weakness. It consist of analysing different
areas of development with the support of grow model. Apart from this it has been determined
how effective coaching can receive feedback.
MAIN BODY
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 proviking and creative
process that will lead to maximize the potential of a person in respect to their personal and
professional development (Sparks, 2015). It is responsibility of coach to provide guideline
and direction to their trainee in order to enhance their capability and develop their skills in
order to attain desired goals.
Definitions from leaders in the field.
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.
According to the group of coaching psychologists, it has been determined that coaching
psychology helps in enhancing the performance and well being of an individual by

underpinning the work domains. Models of coaching will lead to learning for adult and child
learner.
Types of Coaching
There are different types of coaching that will help a person to enhance its
performance as well as develop their capability. It is crucial for a successful coach to provide
support as per the need and requirement of learner. There are various types of coaching that is
mention below.
Leadership coaching – This type of coaching aim at providing support to leaders. This
coaching will help in enhancing leadership qualities and capabilities of organisation leader. It
is essential for a leader to have required skills and capability for that they can effectively
guide and support others (Ali and Chan, 2016). In leadership coaching it is responsibility of
coach to direct leaders and enhance their potential so that they can successfully resolve the
critical issues of organisation.
Career and professional coaching – Professional develop is one of the crucial part for an
individual. This type of coaching provide assistance to professional in order to develop and
growth their career. Professional coaching is completely focued on individual career and its
development. In this type of coaching includes consulting, mentoring, increasing skill and so
on.
Team coaching - In this type of coaching style, assistance in provided to complete team so
that they can work effectively in order to accomplish one common goal. Team coaching will
help in develop team work skills and potential. In this coaching, coach will direct team
member regarding how they can work collectively in order to conduct activities in effective
and efficient manner.
Life coaching – Life coaching is completely focused on development and growth of an
individual. This type of coaching is provided in order to enhance the life of an individual and
assist in attaining their personal desirers and dreams.
Process of coaching
Coaching activity includes a proper process that will support in accomplishing desired
goals and objectives. This will includes series of set that assist in providing effective
coaching to an individual. Different steps of coaching process in mention below in detail.

Analyse – This is the first step of providing coaching and in this step responsibility of coach
is to analyse and evaluate the actual need of an individual. Analysis includes the collection
as well as interpretation of data in order to identify requirements of coaching. This step will
help in evaluating the potential and capability of individuals in order to coach them in
effective manner.
Prepare – Once the analysis is done, coach will focus on identifying and determining
different ways though which they can provide training. Preparation is one of the crucial stage
of coaching process as in this aims and objective of coaching is determined. According to
requirement of learner, coach will prepare different strategies and plan of action in order to
attain set goals.
Conduct – In this step actual plan of action is conducted in order to coach and direct the
learner. During the process of coaching different tools and techniques are used in order to
coach learner (O'Connell, 2019). This step include two way communication as well as
support in motivating the learner.
Document – There are different documents required by coach in order to provide effective
coaching to learner. In this step of coaching actual performance of learner is determined after
taking necessary action of coaching. Documentation will help in recording the progress of
learner as well as increase in skills.
Follow Up – This is the last step of coaching process and in this coach will communicate
with learner. This step in effective in identifying the overall progress of individual as well as
determining improvements.
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.
Coaching is very supportive in developing and enhancing positive attitude with in person. It
is responsibility of coach to provide effective training to learner as well as motivate them in
order to accomplish desired goals and objectives. Positive attitude of a person will support in
conducting required task in more better and effective manner.

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 analyse areas of
development. This will lead to accomplishment in success of an individual.
This is beneficial for a person as this will help in enhancing their capability and potential.
Coaching in an effective process and this will lead to identify the need and requirement of
individual as well as working hard in order to successfully achieve its. Coach will identify
the areas in which individual is lacking as well as provide direction in order to improve their
potential.
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. This is an effective
model that will help in providing information about the my personality types as well as
analysing different areas of development (Gibson and McDaniel-Hall, 2017). It included
different types of personality traits which are mention below.
Extraversion or introversion – This helps in determining whether person is more focused
towards outer world or inner world. I consider myself as an introvert as get my more energy
from dealing with my ideas, energy and reaction inside my mind.
Sensing or Intuition – This element will help in determine the personality of an individual
by analysing whether they collect information from senses or focus on possibilities. I think I
am more of a intuition as I believe in collecting hands on experience for gather information.
Thinking or feeling – This will help in determine how individual take decision on the basis
of thinking and feeling. I consider myself as a more of thinking as I analyse the complete
situation before taking decision.
Judging or perceiving – It includes the structure of dealing with outside world on the basis
of judging and perceiving personality. My personality is perceiving as I stay open to new
information and experiences.

Through this self assessment tool, I have analysed that my personality traits include
introversion, intuition, thinking and perceiving (INTP). This is helpful in determine my
strength and weakness.
 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
The major areas of development are communication skills as well as time management skills.
It is important to consider an effective model in order to develop and enhance these skills to
become an effective coach (Greenan, 2016). 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. Accomplishment of this goals will lead
to become an effective coach and effectively communicate with others.
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.
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.
Will - This is the last stage of model and in this choice of different options are determined
that will support individual to accomplish goals.

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. Feedbacks will include different
recommendation about my performance as well as how I can develop my performance.
Consideration of feedback will also help in developing strong and effective relationships.
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. Coaching is of different types and this support in meeting with
the requirement of different individuals. Self coaching assessment tool is very effective in
analysing and evaluating the strength and weakness of individuals. Grow model will support
in developing those areas in which individual is lacking.

REFERENCES
Books and Journal
Wisker, G., Exley, K., Antoniou, M. and Ridley, P., 2013. Working one-to-one with students:
Supervising, coaching, mentoring, and personal tutoring. Routledge.
North, J., 2017. Sport coaching research and practice: Ontology, interdisciplinarity and
critical realism. Taylor & Francis.
Leedham, M. and Parsloe, E., 2016. Coaching and mentoring: Practical techniques for
developing learning and performance. Kogan Page Publishers.
Malpani, A., 2017. Automated virtual coach for surgical training (Doctoral dissertation, The
Johns Hopkins University).
Sparks Jr, I., 2015. A case study of literacy coaching activities, approaches, and teacher
perceptions (Doctoral dissertation, University of West Georgia).
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.
Ali, A. and Chan, E.C., 2016. The Key to Coaching. Learning, Application and Practice.
Lulu. com.
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.
Gibson, H. and McDaniel-Hall, G., 2017. Utilizing Principal Coach Reflections to Co-
Develop an Effective Coaching Strategy in a Large Urban School District.

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.
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.
Knowles, Z., Gilbourne, D., Cropley, B. and Dugdill, L. eds., 2014. Reflective practice in the
sport and exercise sciences: Contemporary issues. Routledge.
Moran, A.P., 2016. The psychology of concentration in sport performers: A cognitive
analysis. Psychology Press.
Claxton, J. and Gold, J., 2013. Leadership and Management Development. Human Resource
Development: Theory and Practice, p.259.
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).
Greenan, P., 2016. Personal development plans: insights from a case based approach. Journal
of Workplace Learning.