BMP6004: Critique of Coaching Models and PDP in Learning & Development

This presentation provides a comprehensive critique of coaching models, focusing on the CLEAR and GROW models, and includes a personal development plan (PDP). It begins by defining coaching and then critically evaluates the selected coaching models, highlighting their strengths and weaknesses. A coaching self-assessment tool is used to identify two key areas for development. A detailed development plan is presented, outlining actions and evaluation parameters for improving identified skills, based on a coaching model. The presentation also incorporates a SWOT analysis to further understand individual strengths, weaknesses, opportunities, and threats. The conclusion emphasizes the importance of coaching as a training tool and the significance of addressing key development areas for long-term success.

BSC (Hons) Business
Management (Top-up)
BMP6004 Learning and Development

Assessment 2:
Individual Presentation
COACHING MODEL CRITIQUE AND PDP
Name:
ID:

Contents
• 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/Summary

Introduction
Coaching is a process that aims to enhance and improve performance and focus on the 'here and
now' instead of distant past or future. In other words, Coaching refers to a method of training,
counselling and instructing a group of people or an individual.
A coach helps an individual to learn new things and provide them support whenever they needed.
Coaching help in developing skills to expand vision and their productivity or to overcome from a
performance related issue.

Definition of Coaching
According to Eric Parsloe “Coaching is a process that enables learning and development to occur
and performance to improve”. To become a successful coach an individual should have a knowledge
and understanding of the coaching process.
In Dr Jon Warner point of view “Coaching is an open – ended process in which an individual has
expertise to achieve better performance”.

Critical Evaluation Of Coaching Models
The CLEAR Coaching Model
Contract
This stage mainly focuses on getting desired outcomes and revealing the process that how coach give value
to the individual's need. In my Coaching, I will create an agreement between the coach and the coachee in
terms of duration, frequency of meetings, locations and many more. In short I will follow these principles
opening dialogue, setting of rules, clear scope and desired results.

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Listening
Active listening is not only about listening coach but it will also include asking questions and
clearing doubts. As a coach, I will listen and understand an individual’s questions and doubts. I will
give the opportunity to listeners to speak and analyse their own motivations behind their certain
behaviour. During this process I will not interfere rapidly but guide an individual to solve the
problems.

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Exploring
In my coaching, I will collect enough information and investigate about the problem and situation
from many different perspectives as much as possible. Once the full picture has been clear than I will
become more proactive and look in depth of the situation and try to maintain an emotional
connection between coach and coachee. The better employee is enabled to create this emotional
attachment to the situations with themselves.

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Action
The fourth and last stage of CLEAR model is Action. In this stage candidate find their own way to
change and implement the changes in their process. As a coach, I will help coachee in find better and
effective way to achieve the desired result effectively and efficiently.
Review
The last phase is all about evaluating the above session and phases. During this stage it is analysed
that what exactly has been decided and what will happen in near future. This can be done effectively
by using dedication and reviewing after every action and before taking any action.

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The GROW coaching model
Goal
Goal is the first stage of GROW model it raises energy
and clarifies thinking and moreover, it includes
identification of what we want to achieve and create a
path to achieve goal by focusing on it instead of
problem. As a coach I will decide what I and coachee
want, time framing, what ranking I want on a scale of 1
to 10 and many more things and how to know that we
have achieved.

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It provides an opportunity to coach and coachee to viewing issues from different perspective. As a
coach I will create a questionnaire which help me to understanding reality as
• what is happening at the moment?
• how much it matters to me?
• what impact is this have on me?
• is anybody else get affected from this change?

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Options
Coachees will automatically reach to option stage when they get a clear knowledge about reality. As
a coach I will ask some of these questions to my Coachees
• What are your options?
• What could they do?
• What strategy has worked in the past?
• What other major step could you take?