Coaching Presentation: Models, Assessment Tools, & Development Plan

This presentation provides a comprehensive overview of coaching in learning and development, exploring its definition, benefits, and challenges for both individuals and organizations. It delves into various coaching models, including GROW, CLEAR, and OSCAR, highlighting their components, pros, and cons. The presentation also covers coaching self-assessment tools, focusing on key areas of development such as communication and leadership, and includes a sample self-assessment table. A personal development plan (PDP) is outlined to improve communication and leadership skills, followed by a discussion on the importance of feedback in the coaching process. This resource aims to provide a structured understanding of coaching and its practical application in enhancing personal and professional growth. Desklib provides solved assignments for students.

Learning and Development

INTRODUCTION
Coaching is the process through which an individual learns and develops the areas
of skills and abilities significantly (Coaching, 2019).
The presentation will analyze coaching along with benefits and challenges for
individuals and organization at large scale. Along with this, coaching models will
be explained which will help in knowing different types of coaching which can be
framed for the individuals. Coaching self – assessment tools will be framed which
will help in knowing areas of development which are communication and
leadership. Apart from this, Personal Development Plan (PDP) will be framed and
feedback will be known for work which will be performed.

MAIN BODY
Definition of Coaching – Coaching is the process of learning and development in
which an individual learns and develops the performance and enhances goal,
effective action, personal satisfaction etc. Growth and change is observed in the
process of coaching and this helps the individual in knowing what are the key skills
and practices which are needed to be improved at large scale. Coaching helps in
guiding throughout the process for the improvement of skills and knowledge and
this makes the scale through which all possible factors are known effectively and in
significant manner.

There are various skills in coaching among which some are described as –
 Coaching helps in providing feedback.
 Coaching initiates the purpose for goal setting.
 Evaluates motivation.
 Effective questions being asked.
 Building relationship and rapport.

Benefits and Challenges for Individuals Regarding Coaching –
Benefits – There are various benefits of coaching which are described as below –
 Individuals are able to learn at a deeper level.
 There is an increased level of engagement.
 Achievement of goals is being observed so for which the individuals are focused
upon (Gavin, 2018).
 There is personal awareness of individuals which is being enhanced at large scale.

Challenges – The challenges which individuals face during coaching are described
as follows –
 It is difficult to measure outcomes of coaching.
 Failure of agree or difficulties in the outcome (Cranmer and et.al., 2018).
 Difficulty in holding back the individual’s perspective and through that the main
aim of the improvement within the individual is lost.
 Failure to get the clear direction for the coaching of the individuals.

Benefits and Challenges for Organizations Regarding Coaching –
Benefits – There are some of the benefits which are explained below –
 Talent and sources of productivity are unlocked.
 There is increased value of business acumen and self – awareness (Milner and et.al.,
2018).
 Fostering of cultural and behavioural change which is being done.
 Empowered workforce is observed and valued.
 Better alignment is observed while coaching the employees within organization.

Challenges – There are also some of the challenges which are being explained below –
 The employees within the organization may find this process challenging in itself.
 Lack of accountability leads in creating disturbance within the organization which
makes the process of coaching difficult to understand (Athanasopoulou and et.al.,
2018).
 Failure in agreeing for the conclusion which is to be made and worked upon for
employees within organization.

Coaching Models – Coaching models are the methods which help in designing to lead
an individual through the process for achieving the future targets and goals. The
models of coaching are described as below –
GROW Model – GROW model inculcates the components which are – Goal, Reality,
Options, Way Forward. These are the four components which are measured
throughout the process which helps in knowing the major aspects through which the
model is explained at high scale for coaching term (Passmore and et.al., 2019).
Goals are the aspirations, Reality incurs the situations or current obstacles which are
being consumed in the process of coaching, Options provide the resources and
strength to deal with the coaching procedure and Way Forward is responsible for
accountability and personal actions which are being taken into consideration at large
scale for coaching process to be done effectively and efficiently.

CLEAR Model – CLEAR Model is the model which is used for leaders and
executives. There are different stages in the CLEAR Model. The CLEAR Model
helps in knowing the aspects such as Contract, Listen, Explore, Action and Review.
These are the aspects which consist of the CLEAR Model and through this the main
aim is also solved of making the coaching process easy and effective at large scale.
There are some pros and cons of this model which are explained below –
 Pros – There is quick identification of the current issues which the individuals are
facing or might be facing, there is also reflection provided at the end of the session
(Dao, 2021).
 Cons – One of the major drawbacks of CLEAR Model coaching is that it is only
required when the employee desires the process of coaching.

OSCAR Model – OSCAR Model is the model which is most popular at workplace
coaching. The components which stands in the word OSCAR are described as –
Outcome, Situation, Choices, Actions and Review. These are the components which
help in the process of coaching to be made effective and offer manager good
development and learning style of coaching and benefit both the company as whole
end of the process of coaching at large scale (Chica and et.al., 2019). There are
some pros and cons of this model which are explained as below –
 Pros - Coaches observes personally and has a simple framework within this model.
 Cons – This is the process which is long – term oriented which is the major
drawback of the model or the process.

Coaching Assessment Tools – There are some of the very common tools which are
used in the process of coaching and this helps in making and framing the scale
through which all possible factors become significant at large scale. Coaching
assessment tools helps in evaluation and the process analysis of coaching. Coaching
tools therefore are intangible and tangible which helps in knowing something new in
action and the process in which all the perspectives of the process are known
(Cheng and et.al., 2017). Coaching tools helps in knowing what are the major
changes which are to be done in the process of coaching. The coaching assessment
tools are Process Evaluation Scale (PES), The Leadership Skills Inventory (LSI).