Coaching Model Critique and PDP for Learning and Development

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

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
The concept of the Coaching Model is tending to
present and reflect the method applied to design
and guide an individual through a process to
support their development from where they are
currently to where they want to be (Zimmer and
Matthews, 2022).

Definition of Coaching
The concept of the coaching can be defined as the form of
the development in which an experienced person who is
called and known to be as the coach tend to effectively
supports a learner or the client in achieving and
accomplishment a specific level of the personal or
professional development and improvement to achieve the
goal by providing a form of training and regular guidance
(Kucharczyk, Szidon and Hall, 2022).

Critical Evaluation Of Coaching Models
It has been seen that the coaching model tend to help the individuals to create and
develop the best version of the yourself and help others to reach their maximum
potential level. Thus, use of the various coaching model is being a critical
analysis of two of them has been provided as below:
GROW Coaching model- It stands for the goal, reality, option and will that tend to
reflects about the vital skills and was to unlock the potential level and increase
the overall performance of an individual by the way of the increasing the level of
the self-confidence and motivation (DiGirolamo, 2022).

CONTINUE
STEPPPA Coaching Model- This type of the
coaching model tend to present as the process
by which the context as well as the emotion of
an individual based on a situation or issue can
be used to effectively define as well as act
towards new goals to have improvement and
higher ability level (Bloomberg, 2022).

Coaching Self-Assessment Tool
It has been seen that the coaching mind-set self-assessment helps the
coaches identify their strengths, professional development goals and the
areas that require improvement. Use of the he Leader Competency
Inventory method of the self-assessment has been made that supported
the effective measuring and analysis of my leadership skill which is
essentially required to have coaching of individuals (Smith and et. al.,
2022). Apart from this, use of the skill audit is also being made by me to
analysis and evaluate my current skill and strengths level based on self-
assessment process.

Identification Of 2 Key Areas Of
Development
Use of the below stated SWOT analysis is
being made by me two have a systematic
and better self-assessments of key strengths
and weakness to effectively evaluate and
analysis about the key areas of development

CONTINUE
Weakness
the key areas of improvement and my weakness that limits my
ability is comprising of ineffective leadership as well as lack of proper
time management skill. It has been seen that I faced difficulty in
effectively motivating and guiding the individuals along with supporting
effective role division and motivation level. Along with this, a sense of
ineffective time management is also being faced by me that created
delays in my programme and also lead to incompletion and un-attainment
of crucial work and tasks.

Development Plan Focussed On
Developing Identified Skills – Based On A
Coaching Model
What do I want What will I do to achieve this What resources or support will I need What will my success criteria be Target accomplished dates for review
Enhance Leadership skill To have development within my
leadership skill I wold take use of
coaching from the leadership expert
to get better learning and underdoing
about the key traits and
characteristics of good leaders.
Further, use of the protocol learning
and practice with expert leaders in
real life scenario would also be made
by me to development effective
leadership skill.
The resource and supports the would
be needed and used by me comprise
of help of internet sources to having
online learning about various aspects
of leadership along with leading
guidance from superiors and other
team members and colleagues to
develop effective leadership skill
The enhancement in the leadership
skill would ensures lead to improve
motivation and influence level to
ensure higher coaching ability and
better success level
Within next 6 months

Conclusion/Summary
On the basis of current presentation, a conclusion can be made that the main
purpose of a coaching model is to create a framework for guiding another
person through the following steps: establishing a desired goal based on
having the understanding of where they are and where they want to reach.
Further, it has been also summarised that effective time management and
leadership skill are rewired to ensure timely completion of important task
along with leading higher motivation level.

Reference List
•
Zimmer, W.K. and Matthews, S.D., 2022. A virtual coaching model of professional development to
increase teachers' digital learning competencies. Teaching and Teacher Education, 109, p.103544.
• Kucharczyk, S., Szidon, K. and Hall, L.J., 2022. Coaching in Complexity: Lessons Learned
Investigating Implementation of Interventions in High Schools. Career Development and Transition
for Exceptional Individuals, 45(2), pp.99-113.
• DiGirolamo, J.A., 2022. Coaching for Sustainability. In International Handbook of Evidence-Based
Coaching (pp. 163-172). Springer, Cham.
• Bloomberg, L.D., 2022. Peeling Back the Onion: A Multi-layered Coaching and Mentoring Model
for Faculty Development in Online Higher Education. The Journal of Faculty Development, 36(1),
pp.48-58.

Questions?

Thank You