Learning and Development: Coaching Model Critique and PDP

This presentation discusses the importance of learning and development, definition of coaching, critical evaluation of coaching models, coaching self-assessment tool, identification of key areas of development, and development plan based on a coaching model.

COACHING MODEL
CRITIQUE AND PDP

TABLE OF CONTENT
•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
•References

INTRODUCTION
• Learning and development refers to the most
important part in an individual life in order to
improve their skills and knowledge for
achievement of success (Chambers, 2018). It
refers to the process which a person conducted
by enrolling in training and coaching in a
particular subject as per their interest

Definition of coaching
• Coaching refers to the process which aims to enhance
performance as well as focuses on the now and here
instead of on extreme past and future (Hakro and
Mathew, 2020). Coaching has been determined as a
form of growth and development in that an
experienced individual called as a coach which support
a client or learner in order to achieving a particular
personal as well as professional objectives.

Critical evaluation of Coaching
Models
• GROW coaching model
• It is one of the most popular coaching model which can be
used in a large range of coaching modalities (Hambly and
Bomford, 2018).
• Goal
• Reality
• Option
• Way Forward

CONTINUE
• Benefits of GROW coaching model
• It has been evaluated that by using its four steps a person can find most effective solutions
for their problems as well as also this approach helps them to understand various
situations well as explore their options in order to get better future opportunities
(Jameson, 2018).
• Limitations-
• Objectives and Goals need to be realistic
• The coach may not be know and aware of ground realities
• Uninterested coachee
• Lack of Will

Coaching Self assessment tool
• Coaching self assessment tools refers to the question set
which allow a person to reflect their skills, competences and
knowledge as a coach as to their own (Jowett and Arthur,
2019). They can evaluate their skills by using reflection for
their past performance and make opinion as a coach which
helps them to determine the areas which they need to develop
for future development.

Identification of 2 Key areas of
development
• SWOT Analysis
• SWOT analysis in context to determine the 2 key
areas of development are as follows-
• Strengths
• Weaknesses
• Opportunities
• Threat

2 Key areas of development
• The 2 key areas for the development for me as
coach is communication and time management
skills
• Communication skills
• Time management skills

Development plan focussed on
developing identified skills based
on a coaching model
• The personal development plan refers to a action
plan used by an individual in order to improve my
coaching skills in order to become good coach and
achieve great success in future (Lammert, DeWalt
and Wetzel, 2020). By using SMART objective
frameworks I will improve my skills that are
presented in another slide.

PERSONAL
DEVELOPMENT PLAN
Specific Measurable Attainable Relevant Time base
Communicati
on skills
This skills is measurable by
me by participating in
training program, internship
and many cultural debate
competition.
By working on my
vocabulary, practising with
family and friends and
reading books (Lawrence,
2021).
It is relevant for me
to interact better with
other and understand
the perception of
coachee.
3 month
Time
management
skills
This skills in measurable by
me through following the
proper time table, managing
work load, completing task
with in given time.
By setting goals, dividing
and prioritising the work
and following proper time
table on daily basis (Lovell,
2018).
It is relevant for me
to complete my task
and coaching sessions
on time effectively.
4 month

CONCLUSION
• As per above presented information, it is concluded that learning and
development is a continuous process which helps an individual to improve
their skills and performance. The most common changing model is GROW
model helps a coach to conduct their practices effectively.

REFERENCES
• Chambers, F. C. ed., 2018. Learning to mentor in sports coaching: A design thinking approach.
Routledge.
• Hakro, A. N. and Mathew, P., 2020. Coaching and mentoring in higher education institutions: A case
study in Oman. International Journal of Mentoring and Coaching in Education.
• Hambly, L. and Bomford, C., 2018. Creative career coaching: Theory into practice. Routledge.
• Jameson, J., 2018, July. 'Living Discourse': Critical Pedagogic Coaching for Active Student for
Active Student Learning in Educational Technology. In International Conference on e-Learning (pp.
132-XIII). Academic Conferences International Limited.

CONTINUE
• Jowett, S. and Arthur, C., 2019. Effective coaching: The links between coach leadership and coach-athlete
relationship—From theory to research to practice.
• Lammert, C., DeWalt, L. M. and Wetzel, M. M., 2020. “Becoming” a mentor between reflective and evaluative
discourses: A case study of identity development. Teaching and Teacher Education. 96. p.103179.
• Lawrence, P., 2021. Coaching Systemically: Five Ways of Thinking about Systems. Routledge.
• Lovell, B., 2018. What do we know about coaching in medical education? A literature review. Medical
education. 52(4). pp.376-390.
• Scott, T. E., 2019. High School Teachers’ Perceptions of Their Principals’ Observation Feedback and Its
Influence on Their Teaching Practice. Gwynedd Mercy University.