BMP6004 Learning & Development: Coaching Model Critique and PDP

This presentation, created for the BMP6004 Learning and Development module, focuses on coaching models and personal development. It begins with an introduction to learning and development, defining coaching and exploring its various models. The presentation includes a coaching self-assessment tool, a SWOT analysis to identify strengths, weaknesses, opportunities, and threats, and the selection of two key development areas. A detailed development plan, based on a chosen coaching model, is presented to enhance identified skills. The presentation concludes with a summary of the key takeaways and a comprehensive reference list. The aim of the presentation is to demonstrate the student's understanding of coaching principles and their ability to create a practical personal development plan.

BMP6004 Learning and Development

Assessment 2:
Individual Presentation
COACHING MODEL CRITIQUE AND PDP

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
Learning and development are considered systematic procedures for enhancing staff
competencies, knowledge, and skills, resulting in effective performance within the
workplace. Learning is undertaken within the workplace while, development is
undertaken as broadening as well as deepening of knowledge into line with one’s growth
objectives. Moreover, both learning and development aim to formulate or change
the individuals or groups for effective, sharing knowledge as well as insights
which enable them to perform its task effectively or cultivate attitudes which aid
them for performing efficiently. In addition to this, learning and development are
also regarded as training and development. Also, the objective of both is to align
staff intents as well as the performance with that of the firms.

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Additionally, those accountable for learning & development into entity should determine
competencies gaps among workers as well as groups thereafter formulate as well as
deliver training for bridging that gaps. The topics which are going to be covered in this
presentation are coaching definition, critical evaluation of coaching models, and coaching
self-assessment tool. Moreover, the Identification of two key areas of development is also
explained. Apart from this, the Development plan focussed on developing identified skills
– based on a coaching model is also discussed in this presentation.

Definition of Coaching
Coaching is considered as the procedure designed to assists in improving an individual’s,
groups, or firm’s attitudes, cognition, actions, decision making as well as whole
effectiveness. Moreover, within business coaching is mainly concentrated upon the firm’s
growth i.e. on developing businesses much effectively. Additionally, it is regarded in a
range of settings as well as through various individuals that depend upon the seniority of
individuals being coached. In simple terms, this is a kind of development where
experienced individuals called coach, assists customers or earner in attaining particular
personal or professional objectives through facilitating training as well as guidance. The
key intent of coaching is to unlock the individual’s competencies for enhancing its
performance. Moreover, this assists in learning instead of teaching or telling them.

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Some definition of coaching are discussed below:
• Coaching is whole about formulating an individual’s knowledge as well as competencies
so that its work performance develops, hopefully leading towards the attainment of the
firm’s goals. Moreover, this targets higher performance development to work areas,
although this can also affect a person's private life. Additionally, this generally lasts for
shorter durations and concentrates upon particular objectives and competencies (CIPD,
2019).
• Coaching is whole related to allowing persons for developing conscious decisions as well
as empowering them for becoming leaders into its own lives”(Wisw, 2020).

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• According to the International coaching federation, 2020 defines coaching as partnering with
customers into idea-provoking as well as creative procedures which inspire them for enhancing
their personal as well as professional potential. Moreover, the method of coaching often reveals
lasts untapped sources of productivity, leadership, and imagination.
• “ Coaching is undertaken as a continuous professional relation which aids individuals to develop
extraordinary outcomes into their lives, businesses, firms or careers. Also, by the procedures of
coaching, consumers deepen their learning, develop their performance as well as maximize their
quality of life. Into every meeting or call, the coach contributes as well as listens to observations
and questions. Also, this interaction formulates clarity as well as shifts the customers within
efficient actions” (Marcia Wieder).

Critical Evaluation Of Coaching Models
The coaching model is undertaken as a framework that underlying structure which
person can utilize where they are coaching someone. Moreover, this framework
incorporates various elements or steps. In addition to this, every element or step
have an intent that enables them for ensuring that the coaching program is
systematic as well as does not spiral within a roundabout chat. Also, there are
several models of coaching but the whole depends upon fundamentals
understandings of coaching is whole about.

Coaching Self-Assessment Tool
Skills Personal audit questionnaire 1 2 3 4 5
Interpersonal Skills Help in motivating employees within company *
Team development
Skills
Team development is important for conducting activities
in effective manner.
*
Technical Skills For using several skills *
Analysis Skills For managing and monitoring the staff of a company over
a period of time.
*
Market Research Skills Identify and determine the needs and requirements of the
customer which are not being met
*
Creative-thinking Ability to think in a creative and innovative manner. *

Identification Of 2 Key Areas Of
Development
Personal SWOT analysis
• SWOT matrix is considered a framework for determining their strengths as well as
weaknesses and threats and opportunities which individuals face. Moreover, it assists
their strengths, reduced their weakness as well as undertakes huge possible opportunities
benefits available to them.

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Strength Weakness
 Interpersonal skill is my strength which help me in motivating employees and
increasing productivity of company. With the assistance of this skill I will be able to
build good relation with customers.
 In addition to this, my another major strength is skill analysis skill which will help me
in monitoring staff of company. Along with this, it also provides assistance in
analysing profitability of company in effective manner.
 Team development is my weakness which create issues for me while working in an
organisation. With this weakness I will not able to create team in better manner and
accomplish daily basis targets in better manner.
 In addition to this my another weakness is technical skills as I am not good in working
on technology and other software.
 Market research skill is also one of my weakness and it is important for me to develop
my respective skill for working as a sales manager in company because it will help me
in analysing customers need and wants.
Opportunity Threats
 Through analysis skills I will be able to gain opportunity several opportunities because
with the assistance of this I will be able monitor sale of company in effective manner.
 While working as sales manager in organisation inappropriate market research skills
will work as threat for me as I will not able to analyse need and want of customers in
effective manner.