Coaching Model Critique and PDP - Individual Presentation

This presentation focuses on the coaching model critique and PDP. It includes critical evaluation of coaching models, coaching self-assessment tool, identification of 2 key areas of development, and development plan focused on developing identified skills 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:
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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
• Learning and Growth is a word that refers with everything a company undertakes
to assist its workers' career development. Organizational learning encompasses a
wide range of activities such as education courses, development programmers,
virtual classrooms, building activities, and also more. This presentation based on
the coaching and critically analysis coaching models. Along with analysis coaching
self assessment tool, personal development plan for improving areas on the basis
of coaching model.

Definition of Coaching
Coaching is a method for achieving certain goals. The coach supports the coacher
(client) in precisely selecting an objective, finding the optimal route to achieve
the goal, and disclosing the person's latent maximal self via dialogue. Instead
than telling the consumer how to achieve, the coach asks questions that help
consumers to address his own difficulties.

Critical Evaluation Of Coaching Models
• To use a model is advantageous in a myriad of areas. It aids in giving the debate
significance by defining an aim at the outset, preventing it from devolving into a
pointless 'chat.' It might also help in making sure to stay on track with the
session. Recognizing what a customers desire at any specific moment is a coach's
skill, therefore having a toolbox of different versions to choose upon and use as
necessary is advantageous.
• Model GROW: The GROW model was created by Graham Alexander, as per the
literature, but it was popularized by Sir John Whitmore.

Coaching Self-Assessment Tool
• Establishing the ideal thinking process and line of thinking to impact
transformation in your coaching customers is all about establishing a coaching
mindset. A coaching attitude is one of progress; not only do you want to see
steady improvement in your customers, but you would also like to see steady
increase of yourself as a coach. A self-assessment is a rating of one's own abilities.
It is the process of obtaining knowledge about one's abilities, talents, and
capabilities.

Identification Of 2 Key Areas Of Development
• Personal SWOT analysis-
• It's indeed analysis that assists human resource professionals in evaluating internally and
externally strengths, weaknesses, possibilities, and challenges.
• Strength
• • Time management ability- it is a priority of mine in although I am able to manage in
completing the assignment at hand and work on time. This ability aids me in completing the
assignment in a timely manner, which will be beneficial to my future development.
• • Directed Resolution- This talent assists me in addressing numerous difficulties faced by
employees by providing them with an effective method, allowing me to substantially increase
productivity.

Development Plan Focussed On Developing
Identified Skills – Based On A Coaching Model
•

CONTINUE..
• This is also known as the PDP, or personal development plan, and it
aids in determining personal objectives. Personal development plans
assist people in utilizing their abilities, information, and expertise in
order to attain success and satisfaction in both their professional and
personal lives. This is a type of self-evaluation and analysis that is
utilized in further teaching and learning.

Conclusion/Summary
• According to the preceding presentation, a coaching model is a technique for
leading a people thru a method in order to move people from where they will be
to in which they have been. The purpose of a coaching model is to give a model
that assists everyone in completing the route to reach: agreeing on a preferred
outcome and evaluating where they have been.

Reference List
• Holba, A.M., and et.al.,2019. Integral learning and working: Becoming a learning
organization. New directions for higher education. 2019(185). pp.85-99.
• Passolunghi, M.C. and Costa, H.M., 2019. Working memory and mathematical learning. In
International handbook of mathematical learning difficulties (pp. 407-421). Springer, Cham.
• Pluchevckaya, E.V., Varlacheva, N.V. and Andrienko, O.V., 2017. SWOT-Analysis as a Tool to
Achieve a State of Personal Well-Being. The European Proceedings of Social & Behavioural
Sciences (EpSBS). Vol. 19: Lifelong Wellbeing in the World (WELLSO 2016).—Nicosia, 2017..
192016. pp.548-553.
• Säisä, M., Määttä, S. and Roslöf, J., 2019. Knowledge gained by working in university-industry
collaboration projects. In The 15th International CDIO Conference: Proceedings-Full Papers.
CDIO Initiative.
• Sarmasági, P.G., 2021. SWOT Assessment Usage in School Talent Management. Central-
European Journal of New Technologies in Research, Education and Practice, pp.42-59.
• Zhang, R., and et.al., 2017. Transfer learning with neural networks for bearing fault diagnosis in
changing working conditions. IEEE Access. 5. pp.14347-14357.
• Živčicová, E. and Gullerová, M., 2017, September. Evaluation Of Managerial Competences
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Questions?

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