Leadership Management Project: Coaching, Training, and Development

This project, completed by a student, addresses key aspects of leadership management within the context of Australian Hardware. It encompasses three assessment tasks: reflecting on emotional intelligence, responding to a case study on emotional intelligence, and coaching an employee to develop emotional intelligence. The project also includes the development of a training program focused on coordinating learning and development, evaluating the effectiveness of a previous training program, and renegotiating with external providers. The project provides a comprehensive approach to leadership, emotional intelligence, performance management, and learning and development strategies. It analyzes a case study of an underperforming employee and develops a coaching plan to improve their performance and emotional intelligence. Furthermore, it evaluates a pilot training program for sales staff, identifies areas for improvement, and proposes a new training strategy with renegotiated service agreements.

Running head: Leadership Management
Leadership Management
Name of the Student:
Name of the University:
Author note:

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Table of Contents
Introduction......................................................................................................................................2
Coach emotional Intelligence..........................................................................................................2
Coordinate learning and development.............................................................................................4
Conclusion.....................................................................................................................................11

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Assessment Task-3
Introduction
This paper highlights the factors encasing the coaching of emotional intelligence and
coordinating learning and development in the organization.
Coach emotional Intelligence
Coaching phase Activities/questions
Introduction As it is seen that since few days one of the
employee Pat is showing negligence in his
performance, the objective of coaching is ti
improve emotional intelligence within the
employee.
In order to bring Pat and the whole team in
track and improve its performance.
To Pat: You have been a model employee in
our organization, but it is observed that since
few days you have been showing negligence in
your work and your performance has gone
down. This is not only hampering your own
performance but also your team performance.
We would like to know what the reason behind
your current performance is.
Pat: I have been caught up with some personal

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issues; hence I have been facing some serious
problem in reaching the target. It has become
difficult to work within the team as since few
days they are showing disrespect towards me
and it is quiet difficult to work in this type of
environment.
Goal To adapt emotional intelligence and try to
communicate with the other team members.
Self-awareness. This can be done by
identifying strength and weakness of Pat. Pat is
a very passionate employee who always
reaches its target and show good performance.
Weakness is he is unable share his views in
front of his team.
Developing ways to manage stress.
Reality Due to present issue he is unable to focus on
his target
Options Training, motivational sessions, team outing,
personal meeting and understanding its
problem this following options may provoke
Pat to follow his passion again and would keep
him motivated to reach his target.

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Will Seeking feedback from Pat that does him need
any change in the team activities and what
additional activities he would like to add?
Coordinate learning and development
Introduction
Effective pilot training programs is sequential, systematic stepwise procedure for
achieving the participant’s expectation and achieving the organisational goals and objectives.
The following assignment focuses on three months’ pilot training program which was earlier
provided by external training Train Your Way Up to the Australian Hardware sales staff.
Moreover, after completion of training and completion of its evaluation it was observed the
training has failed to achieve its targets. The following assignment would evaluate and analyse
the effectiveness of the past development activities which was managed by the TYWU and
would develop new development and learning plans.
Training outcome Review
As evident, from the abstract of the initial training outcome it is observed that there is lack in
some aspect of the training program. The number of trainees targeted to be trained was 4000, but
it was not the situation which was expected rather only 367 trainees was trained. It was again
observed from the collected data that the out of 80%, 45% were against the target which is 56%
of the actual target. The positive outcome of the training program is found to be the average
assessment score of the trainees which was expected to be 80% and the achieved score is 90%

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which is 112.5% of the target. Effective pilot training program incorporates the identification and
assessment of the pre-existing gaps and fill the needs of the firm. The evaluation data of the
above following case study, it can be explored that the training program was not up to the mark
as expected by the management to achieve its set target and scored bad results. The company did
not implement sustainability as a key factor and differentiated factor as in the sales department
the sale staff did not get proper training. In addition to all these faults sustainability plays a
crucial part in the organization in terms of economic and corporate perspective. The things which
needs to be rectified in the training program is removing the performance gaps for gaining
organizational gaols and for retaining customer. The sales tem must focus ore on customer
feedback by understanding their queries. Moreover, the line manger must participate in engaging
themselves for monitoring the employees and implementing on job sales training.
Training objective
 To increase the number of new trainees in sales model
 In order to increase in application of sales model
 In order to increase sustainability practice awareness in customer by sales person
 To enhance the customer satisfaction and to create customer awareness.
Training Strategy

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Timeframe Activity Teaching or
assessment
strategy or
approach to
achieve session
objectives
Tools/resources
Real-time coaching Rotational type of
coaching activity
In real-time
coaching activity
the approach would
enhance the number
of trainee
participation and the
errors can be
identified in the
sales activities
30 trainers
depending upon the
number of trainees
Session wise
training
Practical training of
sustainability
practices and sales
model
Group discussion
and digital courses
modules will
enhance the skills of
the trainees and
knowledge
Online discussion
facilities
Everyday session Theoretical training
on the company
The theoretical
training session will
For continuous
monitoring the line

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competitors, on
customers and the
service or product
provided by the
company
provide basic
knowledge about
the company.
manager and
trainers are essential
Weekends Classroom session Coaching on
sustainability
awareness will
enhance the ability
to understand the
requirement of the
customer
Offline course
materials and
trainers
After job training Practical training on
customer
satisfaction
Training given on
online and offline
shopping
Online teaching
resources and
offline monitoring
Training Agreement Renegotiation
In contemporary business environment, it is highly difficult to manage the negotiation of static
agreements to overcome the changing pressure. Hence re-negotiation is highly emerging in
international business. The renegotiation of the training service agreement in this company with
TYWU would include the new training strategy and more resources for achieving the goals and
objectives of the organization. It is implemented to facilitate new learning prospect of the sales
person.

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Service Specification
Service Scope
Increased customer sustainability training
awareness
4,000 employees
Increasing customer satisfaction training 4,000 employees
Fees and Payment Terms
Service Fee Payment terms
Offset cost penalty by TYUW $100,000 Paid date
Bonus payment $200,000 Paid in Fourth quarter of
training
Service Level Targets
Service Performance standard and timeframe
Increased customer sustainability training
awareness
4,000 employees by the end of the fourth
quarter of FY 2014–15
Increasing customer satisfaction training 4,000 employees by the end of the fourth
quarter of FY 2014–15
Average assessment score 80%

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Monitoring and Reporting
Service Report Timing
Increased customer
sustainability training
awareness.
Audit training Completed by the end of the
fourth quarter of FY 2014-15
Increasing customer
satisfaction training
Third party report and line
manager
Completed by the end of the
fourth quarter of FY 2014-15
Average assessment Score Assessment records Completed by the end of the
fourth quarter of FY 2014-15
The training program at the end of fourth quarter of FY 2014-15 will generate positive output

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Conclusion
It is deferred from the paper that coaching of emotional intelligence is highly essential
and must be implemented in every organization, the coordinating of development and training
aims at building highly competent employees in the organization.