Coaching Model Critique and PDP for BSC (Hons) Business Management (Top-up) BMP6004 Learning and Development

This presentation focuses on coaching models, self-assessment tools, and development plans for BSC (Hons) Business Management (Top-up) BMP6004 Learning and Development. It includes a critical evaluation of coaching models, identification of key areas of development, and a development plan based on a coaching model.

BSC (Hons) Business
Management (Top-up)
BMP6004 Learning and Development

Assessment 2:
Individual Presentation
COACHING MODEL CRITIQUE AND PDP
Name:
ID:

Contents
• Introduction
• Definition of Coaching
• Critical Evaluation of Coaching Models
• Coaching self-assessment tool
• Identification of 2 key areas of development
• Development plan focussed on developing identified skills – based on a coaching model
• Conclusion/Summary

Introduction
Coaching is a process that aims to enhance and improve performance and focus on the 'here and
now' instead of distant past or future. In other words, Coaching refers to a method of training,
counselling and instructing a group of people or an individual.
A coach helps an individual to learn new things and provide them support whenever they needed.
Coaching help in developing skills to expand vision and their productivity or to overcome from a
performance related issue.

Definition of Coaching
According to Eric Parsloe “Coaching is a process that enables learning and development to occur
and performance to improve”. To become a successful coach an individual should have a knowledge
and understanding of the coaching process.
In Dr Jon Warner point of view “Coaching is an open – ended process in which an individual has
expertise to achieve better performance”.

Critical Evaluation Of Coaching Models
The CLEAR Coaching Model
Contract
This stage mainly focuses on getting desired outcomes and revealing the process that how coach give value
to the individual's need. In my Coaching, I will create an agreement between the coach and the coachee in
terms of duration, frequency of meetings, locations and many more. In short I will follow these principles
opening dialogue, setting of rules, clear scope and desired results.

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Listening
Active listening is not only about listening coach but it will also include asking questions and
clearing doubts. As a coach, I will listen and understand an individual’s questions and doubts. I will
give the opportunity to listeners to speak and analyse their own motivations behind their certain
behaviour. During this process I will not interfere rapidly but guide an individual to solve the
problems.

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Exploring
In my coaching, I will collect enough information and investigate about the problem and situation
from many different perspectives as much as possible. Once the full picture has been clear than I will
become more proactive and look in depth of the situation and try to maintain an emotional
connection between coach and coachee. The better employee is enabled to create this emotional
attachment to the situations with themselves.

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Action
The fourth and last stage of CLEAR model is Action. In this stage candidate find their own way to
change and implement the changes in their process. As a coach, I will help coachee in find better and
effective way to achieve the desired result effectively and efficiently.
Review
The last phase is all about evaluating the above session and phases. During this stage it is analysed
that what exactly has been decided and what will happen in near future. This can be done effectively
by using dedication and reviewing after every action and before taking any action.

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The GROW coaching model
Goal
Goal is the first stage of GROW model it raises energy
and clarifies thinking and moreover, it includes
identification of what we want to achieve and create a
path to achieve goal by focusing on it instead of
problem. As a coach I will decide what I and coachee
want, time framing, what ranking I want on a scale of 1
to 10 and many more things and how to know that we
have achieved.

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It provides an opportunity to coach and coachee to viewing issues from different perspective. As a
coach I will create a questionnaire which help me to understanding reality as
• what is happening at the moment?
• how much it matters to me?
• what impact is this have on me?
• is anybody else get affected from this change?

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Options
Coachees will automatically reach to option stage when they get a clear knowledge about reality. As
a coach I will ask some of these questions to my Coachees
• What are your options?
• What could they do?
• What strategy has worked in the past?
• What other major step could you take?

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Will
This stage is totally different from option stage. This stage is all about find new actions the coachee
can commit to achieve the goal. I will ask these questions to my coachee for achieving better results
• What will they do about that?
• How will they do it?
• When they will?
• What encourage them to take that action?
• How they will become more committed towards it?

Self – Assessment tool for coaching
Elements Rank Rank Rank Rank Rank
Establishing the coaching agreement 1 2 3 4 5
Presence in coaching 1 2 3 4 5
Active Listening 1 2 3 4 5
Creating Awareness 1 2 3 4 5
Setting Goal 1 2 3 4 5
Direct communication 1 2 3 4 5
Establishing ethical guidelines 1 2 3 4 5

Identification Of 2 Key Areas Of Development
STRENGTH WEAKNESS
 Active listening to client tone, pace
and silence.
 Clear vision regarding goal.
 Lack of awareness regarding client
requirements.
 Direct communication is encouraging
client to do most of the talking.
OPPORTUNITY THREAT
 I have clear coaching agreement
between coach and coachee.
 Active presence in coaching.
 Lack of knowledge regarding market
trends.

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KEY areas of development
• Lack of knowledge – Lack of knowledge regarding market trends is the area which require
development. It can be developed through update your news feed, remember the network,
engagement with customers.
• Lack of awareness – Awareness created through observing clients during the session such as voice
energy level, openness and self-reflection.

Development Plan Focussed On Developing Identified
Skills – Based On A Coaching Model
Skills Time Period Action plan Evaluation
Parameters
1. Lack of Knowledge 6 months To develop knowledge
regarding education
trends updation in news
feed require and more
engagement with
students.
It can be analysed
through when I have
enough knowledge
regarding academic
trends and able to
understand and
resolve coachee
issues.

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2. Lack of Awareness 3 months Awareness can be
increased by
encouraging client to
consider that how he/she
will use feedback and
self-understanding.
When client start notice
about their strength and
opportunity for
development then I will
analyse that I am able in
creating awareness
among clients.

Conclusion
From the above analysis it is analysed that coaching is an important tool for training an individual
and enhancing their skills. Coaching has several models such as CLEAR and GROW model. SWOT
analysis help to identify Strength, weakness, opportunity and threats. Key development areas require
concern and if proper attention not given to them than they will become big issues in near future and
may prove hazardous for long term existence of coaching.

Reference List
• Adams, M., 2022. Enable: A solution‐focused coaching model for individual and team
coaching. Coaching Practiced, pp.285-297.
• Factora, R. and Saxena, S., 2021. Best Practices to Overcome Barriers to Capacity
Evaluations. Innovation in Aging, 5(Suppl 1), p.691.
• Grant, A.M., 2022. Is it time to REGROW the GROW model. Issues related to teaching coaching
session structures. Coaching Practiced, pp.29-40.
• Killion, J., Bryan, C. and Clifton, H., 2020. Coaching matters. Learning Forward.
• Spataro, S.E. and Bloch, J., 2018. “Can you repeat that?” Teaching active listening in management
education. Journal of Management Education, 42(2), pp.168-198.
• Teoli, D., Sanvictores, T. and An, J., 2019. SWOT analysis.
• Van Oosten, E.B., McBride-Walker, S.M. and Taylor, S.N., 2019. Investing in what matters: The
impact of emotional and social competency development and executive coaching on leader

Questions?

Thank You