Coaching Model Critique, PDP Learning & Development Strategies

This report provides a comprehensive overview of coaching, including a definition and critical evaluation of various coaching models, with a particular focus on the GROW model. It includes a self-assessment of the author's coaching strengths and weaknesses, along with an identification of two key areas for development: temper tantrums and time management. The report outlines a detailed development plan, incorporating skill audits, remedial actions, and deadlines. The author reflects on their leadership skills, communication abilities, and areas needing improvement, such as managing temper and time effectively. The report concludes by emphasizing the importance of understanding concepts and enhancing performance to achieve productive outcomes. References to relevant literature on coaching efficacy and instructional coaching are also included, along with questions related to the GROW model to facilitate coaching sessions.

COACHING MODEL
CRITIQUE AND PDP
L E A R N I N G A N D
D E V E L O P M E N T

CONTENT
• Introduction
• Definition of Coaching
• Critical Evaluation of Coaching Models
• Coaching Self Assessment Tools
• Identification of 2 key areas of development
• Development plan Focused on developing identified Skills
• Conclusion
• References
• Questions

INTRODUCTION
• Coaching is a process through which an experienced person shares their knowledge to
another person in respect of making them learned and provides guidance.
• In Organisation a coaching plan is created for managers and employees in order to
improve their performance and adopt new behaviour.
• This presentation includes critical reflection on potential coach drawing on theoretical
models and feedbacks.
• A Personally development strategies is also developed which are underpinned by critical
self reflection.

DEFINITION OF COACHING
• Coaching is a form of providing guidance and direction to people and support a learner in
achieving professional and specific goal by providing training.
• Coaching helps in building awareness empowers choice and lead to change. It creates a
partnership between people and coach. Coach is a person who shares their knowledge and skills
with people and enhance their performance by providing them tuition.
• The purpose of coaching is to make people out of their comfort zone and increase their
performance. The Coach must have few qualities to learn and develop in the way client wish
such as supportive, goal oriented, observant, patient, supporting, clear communicator,
knowledgeable, respectful and trusting.

CRITICAL EVALUATION OF COACHING MODELS
GROW model
• The Model was created by Sir John Whitmore and Colleagues in 1980’s and it becomes the most popular
coaching models for improving performance, coaching and setting goals.
• The model was published in writer’s book ‘Coaching for performance’ which became the coaching bible
for coaches and managers. GROW model is simple and powerful framework which helps in structuring
the coaching and mentoring sessions.
• GROW stands for Goal, Current reality, Options and Will. The model was developed to create strong
leaders and make more effective way to lead. In this model firstly coach will decide where they are going
and establish where they are currently.
• Then various routes are explored to reach the destination and final step is to establish the will by
preparing for obstacles. The grow model is a tool that helps in working across all cultures and disciplines.
• Thus, Grow Model helps in increasing the performance of client by enhancing self motivation and
confidence. When Coach asks questions from client it promotes deeper awareness and a great
responsibility which helps to achieve the goal and overcome the problem.

COACHING SELF ASSESSMENT TOOL
Strength
As a coach my strength is that I have strong communication skills which makes people indulge while
talking to me they get impress by my thoughts and opinions. Due to having Strong communication client
listen me effectively and understand the things which I am explaining for their betterment.
Weakness
The weakness I have as a coach is that I cannot manage the time properly and takes a lot of time to
explain only one topic. My ultimate goal is to make people understood clearly about the concepts and
lessons efficiently. It is one of the disadvantages I have that I consume a lot of time through which I
have to face problem in future as learners course is not completed due to lack of time management.
Opportunity
The opportunity which I can grab is to get a better opportunity in other University and Organisation.
Threat
The threat which I can face as a coach is that the market tends get changes; other coaches are grabbing
an opportunity of increasing their knowledge and skills by taking a certified training from reputed
Institute.

IDENTIFICATION OF TWO KEY
AREAS FOR DEVELOPMENT
• The two key areas which I required for development are my temper tantrums and lack of
time management. I need to work on these two elements as they are creating a problem
for me to maintain a healthy relationship with learners and even they are not taking my
class due to my high tantrums which is creating an impact on my career and
professionalism.
• For overcoming the lack of time management problem I have to make a schedule and
stick on it, I need to allot a time for each topic so that I can accomplish my goals
efficiently and effectively.
• It is important to stay away from bad distraction as some learner interrupt in a session
which also creates an impact while making them understand the topic clearly.

DEVELOPMENT PLANS FOCUSING
ON DEVELOPING IDENTIFIED
SKILLS
Skills Self assessed Score from others Outcome
Leadership skills 8 9 -1
Building relationship 6 8 -2
Know Strength and
Weakness of Learners
8 9 -1
Communication skills 6 8 -2
Temper Tantrums 9 7 2
Time management 8 7 1
Set clear expectation 8 5 3

CONTINUE..
Following are the strength and weakness which are shown through skill audit as a Coach
Strength
• My leadership skills is strong, I can lead the team properly and also provide them guidance for getting a
success in their life. Due to my leadership skills I can encourage and motivate people, to improve their
performance and give their productive.
• I have strong communication skills through which I can attract and convince people easily. I have a
power to influence the learners and use their skills and knowledge for getting productive outcomes.
Weaknesses
• I have an issue to high temper which makes a villain while teaching to learners. They also get
disappointed with my behaviours and unable to ask any doubts or question.
• Time management is another weakness which I have; due to lack of time management I’m unable to
complete my task on appropriate time. I take a lot of time to explain one topic as I explain in detail
aspects which consumes a lot of time.
• I also face a problem while setting an expectation as I don’t know what I am expecting with learners.

CONTINUE..
Requirements Personal audit
(rating scale: 0-
10)
GAP Remedial
action/strategy
Deadlines for
remedial action
Time
management
8 Have to work on
overcoming this
problem as it
creates an impact
on performance
and career. I am
unable to
accomplish the
task on given
time and face
many difficulties
in Institution.
It can be
improved by
managing the
time
appropriately and
making a
schedule in which
task time is
allotted.
2 month
Temper Tantrums 9 As a coach it
creates a great
problem in career
and
professionalism.
To focus on
behaviour and
work on reducing
the temper.
1 month

CONCLUSION
From the above information it is being concluded that as a coach it is important to make
them understood the concept and make them learn about the things which can helps
in increasing their performance and efficiency so that they can give their productive
outcomes.

REFERENCES
• Boardley, I. D., 2018. Coaching efficacy research: learning from the past and looking to the
future. International Review of Sport and Exercise Psychology. 11(1). pp.214-237.
• Coaching, D. B., 2019. Definition coaching.
• Elek, C. and Page, J., 2019. Critical features of effective coaching for early childhood educators:
A review of empirical research literature. Professional Development in Education. 45(4). pp.567-
585.
• Hammond, L. and Moore, W. M., 2018. Teachers Taking Up Explicit Instruction: The Impact of a
Professional Development and Directive Instructional Coaching Model. Australian Journal of
Teacher Education. 43(7). pp.110-133.
• Killion, J., Bryan, C. and Clifton, H., 2020. Coaching matters. Learning Forward.
• Knight, D and et. al., 2018, October. Evaluation of video-based instructional coaching for middle
school teachers: Evidence from a multiple baseline study. In The Educational Forum (Vol. 82, No.
4, pp. 425-442). Routledge.