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).

The coaching assessment tools are the tools which also help in knowing the major
changes which takes place and through that the different skills and the abilities
which individuals incur or acquire are also known throughout the process of
coaching. The main reason for which the coaching is done for individuals helps in
evaluating the major tasks and working the functions throughout changes which
initiates development and learning are known at large scale. Apart from this,
coaching assessment tools are very important such as communication, leadership,
personal success or career etc (Gigliotti, 2019).

Coaching Self – Assessment Tools – There are two self – assessment tools which are
to be evaluated and analyzed at large scale so that it helps in making and framing
the scale through which all perspectives of individuals are solved and they are able
to evaluate effectively and in significant manner the process of the self – assessment
cam be conducted. The coaching self – assessment tools table is described as below
–

Business
1. I have knowledge of issues and challenges which are
being faced in my business.
2. I will write down my business goals.
3. My goals framed daily are consistent with my marketing
goals and business plan.
4. I will frame an action plan for tackling the issues.
5. Reward jobs are being taken into consideration.
1


2

3

4

5
Communication
6. My goals regarding my business have been
communicated to staff.
7. Does staff feels I am active for the new idea generation
and views?
8. Do I empower my staff in the process of making them
collaborate and support positive work environment?



Leadership
9. I am self – motivated.
10. A good example is being set by ‘walking the talk’.
11. I am clear on my role which is being set by me.



Personal Success/Career
12. Is there more to life than my career?
13. The hours are being set by my own.
14. It is important to leave a legacy in the lifetime?



Commitment to Family/Community
15. Do I take time to celebrate personal accomplishments
and goals which I have set for my life?
16. Am I more concerned for the work and family
commitments so that they are not neglected?
17. Is my contribution sufficient to the community?




The two key areas of development which are taken through the self – assessment
tools are - Communication and Leadership and this helps in framing scale through
which these two skills are improved in an effective manner. Communication and
leadership are very important tools which helps in making and framing strategies
through which coaching can be made effective (Hastings and et.al., 2019). Thus,
these are two important skills which are to be improved will be improved by help of
GROW Model and this will help in making scale of coaching in a better and
effective framework which helps in analysing through which communication and
leadership are important tools.

Personal Development Plan (PDP) – For improvement of the two areas of
development which are to be taken into concern are communication and leadership.
And for this, personal development plan is being initiated to foster improvement at
large scale. This plan is developed below –

Target Resource/Strategy Long/Short
Term Goals
Personal
Development
Time
To improve
communication
skills.
By initiating
conversations with
people around,
reading books,
magazines and
articles of effective
communication
(Khan, 2017).
I will improve
my
communication
skill by taking
part in the
activities with
many numbers
of individuals
and discussing
different topics
with people.
It will help me in
my personal
learning and
development for
my future.
2 months.
To enhance
leadership skills
Online courses,
reading articles,
case studies,
magazines (Grit
and et.al., 2019).
I will enhance
my leadership
skills by gaining
knowledge
through learning
different
leadership styles
and taking
initiatives with 5
team members.
This skill will
help me in
motivating other
people and lead
other
individuals.
I month.

Feedback – Feedback is very powerful technique which helps in evaluating the
process through which all factors and ways through which the work is being
conducted is known. The main aim of the feedback is that it helps in improving the
process of coaching. Feedback helps in improving the process and helps in
evaluating the changes which are to be taken place through which all the ways of
how the work was being performed is known (Ruiz-Primo and et.al., 2017).
Feedback also initiates different techniques in which all the individual perspectives
and their work is being evaluated at large scale. Feedback is also helpful in
providing the effective results in each step of the process which is being conducted
throughout the work at large scale.

The major feedback will be observed when the two development areas which are
communication and leadership will be improved. This will help in knowing that the
aspects are concerned for which all the practices and the changes taking place are
concerned at large scale and this helps in solving the major issues and problems
which were being identified within the work performed by individuals.
In the process of coaching, feedbacks are helpful and helps in knowing the major
changes which have been scaled up and known for the better processes of how the
coaching can be done in an effective and efficient manner possible throughout the
development and learning of the two areas being most valuable and which helps in
improving the process through which coaching can be made easier and the process
complies to being effective and efficient throughout (Winstone and et.al., 2019).

CONCLUSION
Thus, it is concluded from the above presentation that coaching is defined
along with the benefits and challenges for individuals and organization at large
scale. Along with this, coaching models were explained which helped in knowing
different types of coaching which can be framed for the individuals. Coaching self –
assessment tools was framed which helped in knowing the areas of development
which were communication and leadership. Apart from this, Personal Development
Plan (PDP) was framed and feedback was known for work which was being
performed. Thus, the presentation helped in knowing what essential skills which are
needed for coaching are.

REFERENCES
Books and journals
Athanasopoulou, A. and et.al., 2018. A systematic review of executive coaching
outcomes: Is it the journey or the destination that matters the most?. The Leadership
Quarterly.29(1).pp.70-88.
Bukharina, A.Y., 2018. Personal development plan (PDP) in practice and technology of
introducing mentoring in organizations. Social Psychology and Society.9(1).pp.162-176.
Busch, B. and et.al., 2019. The One about how to give Better Feedback. In The Science
of Learning (pp. 108-109). Routledge.

 Chica, Ó.D. and et.al., 2019. Towards a Comprehensive Model of Educational
Coaching? Inference towards executive competences and leadership. Revista
Iberoamericana de Psicología.12(3).pp.101-112.
 Coaching, D.B., 2019. Definition coaching.
 Cranmer, G.A. and et.al., 2018. “Challenge Me!” Using Confirmation Theory to
Understand Coach Confirmation as an Effective Coaching
Behavior. Communication & Sport.6(2).pp.239-259.
 Dao, K.C., 2021. From Manager to Coach: How Managers Change Following
Managerial Coaching Model Implementation (Doctoral dissertation, Hood College).

 Eastman, C.A., 2018. Coaching for Professional Development: Using Literature to
Support Success. Routledge.
 Gavin, C.S., 2018. The impact of leadership development using coaching. Journal
of Practical Consulting.6(1).pp.137-147.
 Gigliotti, R.A., 2019. Oriented toward Development: Using the Leadership
Competencies Scorecard for Leadership Coaching Conversations and Self-
Assessment. In Competencies for Effective Leadership. Emerald Publishing Limited.

 Hastings, R. and et.al., 2019. Team Coaching: A thematic analysis of methods used
by external coaches in a work domain. International Journal of Evidence Based
Coaching and Mentoring.17(2).pp.174-188.
 Khan, M.Y., 2017. PERSONAL DEVELOPMENT PLAN.
 Li, Z. and et.al., 2019. Feedback network for image super-resolution. In Proceedings
of the IEEE/CVF Conference on Computer Vision and Pattern Recognition (pp.
3867-3876).
 Ruiz-Primo, M.A. and et.al., 2017. Using feedback to improve learning. Routledge.
 Winstone, N. and et.al., 2019. Designing effective feedback processes in higher
education: A learning-focused approach. Routledge.