Learning and Development Report: Coaching Models and Development Plan

This report delves into the realm of learning and development, emphasizing its significance in fostering employee growth. It begins by defining coaching and critically evaluating various coaching models, such as the OSKAR model, highlighting their practical applications. The report then explores the use of self-assessment tools, including the Strength-finder and Leader Competency Inventory, to identify key areas for development. It further outlines a comprehensive development plan, which includes setting goals, identifying work development needs, creating an action plan, and implementing changes. The conclusion underscores the importance of learning and development for employee advancement, emphasizing the value of coaching sessions, diverse coaching models, and self-assessment tools in supporting professional growth. This assignment provides a valuable overview of strategies for enhancing employee skills and fostering organizational success.

Learning and
Development

Table of 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
• References

Introduction
Learning and development is a form and way of accruing value in employees
that engages assessing staff for potential and then developing it, “on-boarding”
new staff and honing the abilities of current workers. This accomplished
utilising effective curriculum and tools like coaching, individual and team
trainings as well as staff assessments. The term “learning” often applies to
immediate teaching and “development” has a longer term connotation.

Definition of Coaching
It refers to counselling, leading and instructing the learner about the short term job related abilities
or long term career issues. This coaching assists and supports the individuals and employees to
accomplish person as well as organisational aims and objectives.
Analytical skills- It is crucial to know the problem first and then teach or suggest someone, otherwise
it is futile.
Interpersonal skills- Along with knowing the issue, it is also significant to get the person to listen to
employees and change themselves.

Critical Evaluation of Coaching
Models
There are several effective coaching models that some coaches select to utilise to
structure their coaching sessions that employees may identify beneficial to lead
coachee by a logical sequence and offer a structure for their coaching session.
OSKAR coaching model- Originating from the Solutions Focused Approach the
OSKAR coaching model is a powerful tool to support the coaching sessions centre
on solutions rather than problems. The brief explanation of the diverse phases:

Cont. …
OSKAR coaching model- Originating from the Solutions Focused Approach the
OSKAR coaching model is a powerful tool to support the coaching sessions centre
on solutions rather than problems. The brief explanation of the diverse phases:
Outcome- It is primary phase which is utilised tic knowledge the motive of the
particular coaching session.
Scaling- The second step of this model developed to support the coachee to understand
and refine their aims and to set reasonable objectives.

Cont. …
Know-how- The third phase of this model is designed to support coaches understand the
abilities and resources they need to reach their aims.
Affirm and action- The fourth phase of the OSKAR coaching model supports the coachee
reflect on the existing state and actions to develop it.
Review- The last step of this framework is the review phase and this stage actually takes
place in subsequent session.

Coaching self-assessment
tool
There are different tools that can be used coachee/ employees for their self assessment. The
description of some of them as under:
Strength-finder- The Strengths-finder take a look at is an internet evaluation that seeks to
determine the region where you have got the finest capacity for constructing strengths. It
presents the most complete guide to the topic, outlining your pinnacle five talents and the
way they influence their life choices and ordinary choices, consisting of the way employees
work.
The Leader Competency Inventor-The LCI is a self-file method for measuring an person’s
use of four specific dimensions of leadership – facts in search of, conceptual questioning,
strategic orientation, and service orientation.

Identification of 2 key areas of
development
The description of some areas of development is as below:
Communication- Offices and groups incorporate companies of people from varying
backgrounds and reports. That diversity can help deliver clean views to a challenge; however it
may emphasize how their communiqué style might be distinctive from a co-worker’s.
Conflict resolution- When disagreements rise up between them and a co-worker, it is able to be
tough to find easy solutions. If they have not been able to remedy variations, they could want
to be looking for war decision advice or mediation that can help you overcome the trouble.

Development plan
Development plan is a list of actionable stages for accomplishing the career goals.
Step 1 Establish personal and career development aims- In this phase, the employees can set goals to
make development in their skills communication and problem solving which will support them in
their personal and career development.
Step 2: Establish work development needs- Under this phase, they find out the requirement to make
development in their skills like why the development of these skills are crucial and required to them.
Step 3: Develop an action plan- In this; they can devise an action plan like how time they will take to
develop their skills and the ways which will support in developing these skills.
Step 4: Make changes on the path to development- Under it, after making action plan, the worker must
implement the changes with the help from the manager. This will support in accomplishing their
goals in effective manner or timely.

Conclusion
This has been concluded from the define information that leadership and
development is crucial for employees growth. By attending different
coaching sessions they can make development. There are different models
of coaching and tools of self assessment. By identifying the improvement
areas, workers can work regarding them along with development plan.

References
• Darling-Hammond, L. and et. al., 2020. Implications for educational practice
of the science of learning and development. Applied Developmental
Science, 24(2), pp.97-140.
• Tomlinson, B. and Masuhara, H., 2017. The complete guide to the theory and
practice of materials development for language learning. John Wiley & Sons.
• Giambatista, R.C., Hoover, J.D. and Tribble, L., 2017. Millennials, learning,
and development: Managing complexity avoidance and narcissism. The
Psychologist-Manager Journal, 20(3), p.176.