Learning and Development: Coaching Models, and Assessment Tools Report

This report delves into the realm of coaching, models, and assessment tools within the context of learning and development. It begins by defining coaching and highlighting its significance in enhancing employee skills, motivation, and overall performance. The report then explores various coaching models, including GROW, CLEAR, and OSCAR, critically evaluating their benefits and drawbacks. Furthermore, it examines the role of coaching assessment tools in measuring performance and identifying areas for improvement. A key focus is the link between these assessment tools and the GROW coaching model, emphasizing the importance of listening skills. The report concludes by summarizing the key takeaways and providing relevant references for further study. This assignment is a valuable resource for students studying leadership and management, offering insights into effective coaching strategies and techniques.

LEARNING AND
DEVELOPMENT

Coaching Definition
Coaching Models Critical Evaluation
Coaching Assessment Tools
Link between Coaching Assessment Tools & Grow Coaching
Model
Conclusion
References
TABLE OF CONTENT

Employees are the most important and valuable asset in the
organisation that is they corporate with the management in
order to carry the business operations in the most effective and
efficient manner. In this changing business environment where
changes are uncertain and take place at point of them in those
challenging situations employees act as the helping hands and
deals with this complex business world. Moreover business
organisation need to focus on development of the resources that
is with the help of coaching practices they able to gain
competitive advantage.
COACHING DEFINITION

Coaching is define as the process where individuals get
opportunity to learn and develop their skills and knowledge in
order to maximise their performance.
Skills:
Job performance improvement and enhancement
Motivation
Focus on high performance
CONT..

Benefits Threats
For growth of employees
 Get great opportunity for career
growth and development.
 Main focus is to develop strong
and effective relation with other
members of employees and
management.
Categorize of coaching
 Employees should not depend on
coach.
 As changes are uncertain in this
business environment so
employees may need effective
training or guidance at any point of
time.
For growth of organisation
 With the changing environment the
style and strategies of business
management changes.
 Focus is on alignment of
employees according their job roles
in the organisation.
Difficulties
 Coaching is ineffective or is of no
use when the other party is not
ready to engage.
 Furthermore it become difficult to
measure the result of coaching.
CONT..

Coaching Model is a method in which activities are designed
so that future objectives are accomplish. The stages are as
follow in order to provide effective training to the employees.
COACHING MODELS CRITICAL
EVALUATION
1. Explore the business environment and operations
2. Studying the current process followed by the organisation and
employees
3. After conducting research focus is to define the business goal which
need to be accomplish
4. After setting the goal the difficulties and challenges are been
identified
5. Last step is to form the routine activities that is action plan

Benefit of Coaching model
The benefit of this model is that it provide an effective plan so
that coaching activities are carried in effective manner. This
helps in developing the systematic process so that work is
carried in most effective manner. The model used by coaching
are Grow model, clear model and oscar model.
CONT..

Grow model- The advantages of this model is that it focuses on
solving problems and setting goals which need to be attained
by the business organisation. The disadvantage is that it is time
consuming process as lot of research need to be done before
making plan.
Clear model- The advantage of this model is that it helps in
providing quick solutions to the existing issues.
Oscar model- It is one of the most simple method which is easy
to understand by the employees and provides effective results.
COACHING ASSESSMENT
TOOLS

Coaching assessment tools are the one which helps in
measuring the performance of client in order to see that is their
any improvement or not. The assessment is conducted by
coaches in form of worksheets, forms, particle exercise and
many more.
The result of coaching assessment tool is that the focus is on
developing listening and productivity skills. Listening skills are
important as it helps in carrying the business operations in
effective manner and changes of mistake and errors are less in
this case.
CONT..

The link between grow model and coaching assessment model
is that focus is on developing listening skills that is four stages
of this skill has been determined.
1.Careful listening
2.Understanding the difficulty
3.Must show concern and must relate with their problems
4.Proper understanding of the problem
in order to provide solution
LINK BETWEEN COACHING ASSESSMENT TOOLS &
GROW COACHING MODEL

Questions
Client should ask the question at the point where they are
facing difficulty or when their concepts are not clear. It results
in proper understanding of the concepts which helps in driving
effective results.
CONT..

Feedback
This is one of the most effective method which helps in
identifying the areas which need improvement and require
more attention. Feedback helps in making changing in the
process so that better quality services and learning must
provided to its potential clients.
CONT..

From the above presentation it has been concluded that
learning and development skills play important role as it helps
in enhancing knowledge and skills which leads to drive
effective results.
CONCLUSION

• Renninger, K.A., Hidi, S., Krapp, A. and Renninger, A. eds.,
2014. The role of interest in learning and development.
Psychology Press.
• Kolb, D.A., 2014. Experiential learning: Experience as the
source of learning and development. FT press.
• Tannenbaum, S.I., Beard, R.L., McNall, L.A. and Salas, E.,
2010. Informal learning and development in
organizations. Learning, training, and development in
organizations, pp.303-332.
REFERENCES

• Edwards, G., Elliott, C., Iszatt-White, M. and Schedlitzki,
D., 2013. Critical and alternative approaches to leadership
learning and development. Management Learning, 44(1),
pp.3-10.
• Cordingley, P., 2015. The contribution of research to
teachers’ professional learning and development. Oxford
review of education, 41(2), pp.234-252.
• Bang, M., 2015. Culture, learning, and development and the
natural world: The influences of situative
perspectives. Educational Psychologist, 50(3), pp.220-233.
REFERENCES