Planning and Implementation of a Coaching Strategy

PLANNING AND
IMPLEMENTATION OF A
COACHING STRATEGY

TABLE OF CONTENTS
ASSESSMENT TASK 1.................................................................................................................3
ASSESSMENT TASK 2.................................................................................................................5
ASSESSEMENT TASK 3.............................................................................................................11
ASSESSMENT TASK 4...............................................................................................................11
REFERENCES................................................................................................................................1

ASSESSMENT TASK 1
1. Sources of need of coaching in an organization:
There are many ways through which the organization realizes the need for coaching.
Scottish Social Services Council realized its need when the strategies they made, didn't
contribute positively in the overall progress of the firm. So, they felt that the employees are not
enough skilled to plan good strategies. So, they thought of starting coaching programme.
2. Components of coaching strategy:
The key components of the coaching in organization are as follows:
Accountability: It makes them responsible to account their own errors and actions.
Direction: Before providing coaching to employees, coach should make the organisational goals
clear in their mind and also direct them accordingly.
Openness: it includes the open communication, which means the sense of transparency at
organizational level.
Leadership quality: It helps an individual in leading the team by being in the team.
Therefore, it helps individual to develop their own skills.
3. Responsible person for the roles and responsibility of the coaching program:
the people who are responsible for the coaching programs are: coaches, who trains the
employees, coachee, who takes the training from coach, the manager, who arranges the coaching
for the members.
4. The role of the coach:
The coach plays many roles, they are:
A coach should maintain clear communication and focussed goals with the employees. They
encourage them in learning new things and explore, they also provide regular feedback to the
employees and make them correct if needed. Good coaches use different types of activities such
as quiz etc. during the meeting. A coach knows all the weakness and strength of an individual,
then works upon the weaknesses and motivate to convert weakness into strength.
5. The stakeholders are helpful in developing the coaching strategy:
The five stakeholders that helps in developing the timeline of coaching strategies are as
follows:

The learner: learners gives their time and energy for the coaching session, they should know the
process, duration and commitment (Jouda, 2016). The coaches should solve their questions
calmly.
The manager: managers approach to the coach for taking the employee's feedback, managers
keep a proper balance.
Other reporting line: it includes the two line mangers, which should be well-known.
Project manager: Depending upon nature of coaching, it is important to consider a project
manager as a stakeholder.
6. The models and methods of coaching:
The model and methods of coaching to the trainee are as follows:
Goal: the expectations of the company.
Reality: coach gives a clear picture of company's goal
Option: learners identifies skills, needed to achieve chosen options.
Wrap up: the action part of model.
7. Legislation and Regulations in Coaching Program
Every step taken by the coach or the trainee must follow the rules of the firm. The
activities will be legally approved only when they follow the laws existing in the country. In
terms of labour practices, company's transactions and the safety procedures, the business must
comply with certain requirements.
8. Matching Coaches with trainee
This is must for every coaching program because to make any plan effective the coach
and trainee must work in collaboration and must build strong relations. The criteria for matching
their relationship can be in terms of abilities, areas of interest, interpersonal relations, trust,
loyalty, listening ability, coordination, strategy to achieve goals and many more.
9. Professional development activities:
The types of professional development activities are following:
Attendance and involvement: it refers to the attending time and involving with the staff during
training.
Feedback counselling; provides knowledge by answering questions and discussion.
Presentation opportunities: Assigning a project helps in developing planning and
organizational skills.