Detailed Report: Coaching Practices and Monitoring at AWS

This report provides a comprehensive overview of the coaching practices implemented at Apex Work Skills (AWS), a Registered Training Organisation. It details the establishment of a monitoring framework, including the management structure, responsibilities of personnel, and the three main outcomes of the coaching program: increased coach engagement, better communication, and demonstrated organizational commitment. The report outlines the documents used to monitor progress, such as feedback forms, assessments, and checklists, along with the process and timing of receiving reports and the records kept for each trainee and coaching program. It also includes a professional development resource list and a fact sheet on resolving conflicts and problems. Furthermore, the report outlines coaching strategies adopted by AWS and relevant laws and regulations for workplace coaching, including the Global Code of Ethics. Finally, a sample monthly monitoring report is presented, demonstrating how the coaching program's progress is tracked and evaluated.

Running head: COACHING PRACTICES
COACHING PRACTICES
Name of the Student
Name of the university
Author note

1COACHING PRACTICES
Table of Contents
Overview....................................................................................................................................2
Basic Coaching Techniques.......................................................................................................2
Monitoring Framework..............................................................................................................3
Structure of management.......................................................................................................3
Three main outcomes of the coaching program.....................................................................4
Three documents to monitor progress of the program...........................................................5
Process and time of receiving reports....................................................................................5
Records to be kept for each trainee........................................................................................5
Documents that will be kept on record for each of the coaching programs...........................5
Professional development resource............................................................................................6
Fact Sheet...................................................................................................................................6
Coaching strategies....................................................................................................................7
Laws and regulation for workplace coaching............................................................................8
Monthly monitoring report.........................................................................................................8
References................................................................................................................................12

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Overview
Apex Work Skills Pty. Ltd. or AWS is a Registered Training Organization that is run
privately and consists of 2000 students and 50 training staffs. The training staffs are
employed either on part time basis or full time basis. The organization consists of 30
administration staffs. Initially the organization had started with training courses in the sectors
such as construction and business management. Last year it added other qualifications that
include real estate and property services. AWS has given its approval to a resource budget for
implementing certain plans that include planning and implementing new coaching programs.
In order to do the same a steering committee has been appointed and the coaching program
will include in depth training relating to the coaching skills, style of coaching, making use of
feedbacks to enhance motivation and coming up with simple techniques that will help in
earning as well as maintaining a trustworthy relationship. In this paper the management
structure required for implementing the coaching programs will be discussed and will include
fact sheets of the program as well.
Basic Coaching Techniques
Some of the basic coaching techniques are as follows:
1) 5-minute pre-session CheckIn- This includes the clients to fill in a short questionnaire
before the starting of the coaching session so that the coach as well as the client gets to know
the progress so that if the trainee is facing any problem in the program.
2) Post session goals- The trainees can write about their learning from the session so that the
coach finds out what they have learnt from the current session.
3) Supporting open-ended questions- Encouraging the trainees to ask questions will help
them in understanding the facts in a better way and also provide the coaches with the idea as

3COACHING PRACTICES
in which topic or part the students are facing problems urging them to focus more on the
same (Jones, Woods and Guillaume 2016).
4) Writing down and specifying goals- This will help in keeping the trainees aligned to the
goals that need to be achieved through the coaching program.
5) Feedback- Each session must be followed by feedback sessions so that the trainees can
freely voice their opinions on the ongoing program and what are they finding problematic in
the case.
Monitoring Framework
Structure of management
Personnel Responsibility
Learning and Development Manager Planning and implementing the coaching
program. He will be responsible to endorse he
coaching program.
CEO Will approve the documents
Steering committee (Academic Manager,
Compliance Manager and HR Manager)
Academic manager will be responsible to check
on the records related to the coaches. Compliance
manager is responsible to see to it that the
strategies in place are aligned with the various
rules and regulations of RTO. The HR manager is
responsible for keeping a track on the feedbacks.
Supervisors The coaching process needs supervision that will
ensure it is proceeding in the right direction.
Supervisors will keep a check on the training

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program.
Business Owners The business owners can be the sponsors for the
program.
Coaching Coordinators Coaching coordinators will be the ones guiding
the trainees through the process.
Training manager He is responsible to keep a check that all the
trainees are completing their tasks and properly
attending their classes.
Three main outcomes of the coaching program
The three main outcomes of the coaching program are as follows:
1) Increased Coach engagement- The one day coaching program to enhance the coaching
skills of the coaches will be an effective engagement strategy allowing them to participate in
their respective roles within the organizational premises (Lancer, Clutterbuck and Megginson
2016). They will get to know their potential as a coach and can improve in areas where they
find themselves lagging behind.
2) Better communication- The main benefit of coaching is improvising the ways of
communication in between the participants. Communication skills are essential for the
productivity as well as profitability of any organization (MacLennan 2017). The self-
assessment program will help the employees to know their weak and strong points and work
accordingly.
3) Demonstrated Organizational Commitment- Employee retention is one of the major
advantages of coaching programs as being conducted by AWS (Passmore, Peterson and
Freire 2016). Coaching program as such will be useful for the employees in nurturing their

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skills thus adding to their career oriented skills. This fact can be vital enough for them to stay
with the organization.
Three documents to monitor progress of the program
Three documents that can be used to monitor the coaching program are as follows:
1) Feedback forms- The feedback of the participants of the program can be effective in
monitoring the progress of the same.
2) Assessment- In order to check whether the training was taken seriously an assessment can
be conducted that will give an idea about the outcomes of the coaching program (Grant
2017).
3) Checklist- The checklist document will help in understanding which of the goals of the
coaching program has not been achieved.
Process and time of receiving reports
The time of receiving reports depends on the set duration of the training course. The
reports must be checked and analyzed every month so that a proper track is kept on the
progress of the trainees and it should be ensured that each trainee is individually pointed out
the weak points advising to work on the same (Serrat 2017).
Records to be kept for each trainee
The records that needs to be kept for each of the trainees are the course they have
enrolled for, in case of the coaches it can be the courses they teach the students, their
previous records with the organization, their performance, their personal details, their
progress report and documents showing that they are a part of the coaching program.

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Documents that will be kept on record for each of the coaching programs
The documents that need to be kept for each of the coaching programs include the
number of the participants enrolled, their courses, duration of the program, feedbacks,
progress of the program and schedule.
Professional development resource
Some of the professional development resources are as discussed below:
1) Development in career- The coaching program can be of great help for developing the
professional skills of the participants thereby brining in different career opportunities within
the work environment. This will serve as an employee retention policy as well. The fact that
an individual is getting to brush his skills in its workplace itself will help in retaining the
employees.
2) Development in communication- The coaching program will be focusing on
communication skills and inter-relation in between the employees or trainees that will be
beneficial for the organization in the long run. The trainees will be benefitted as they will get
to interact with many others and thus this will boost their confidence.
3) Development in technological skills- Technological skills is important in all spheres and
the coaches are getting the opportunity to enhance their technical skills as well in the various
courses they have been employed for. This will in turn help them in improvising their
leadership skills aiding them to guide the students enrolling to AWS in a better way and with
the prior knowledge of the new technologies.
Fact Sheet
Conflicts Techniques to solve them
Trainee not cooperating with the coach Interaction with the trainee by the management to

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find out the problem he is facing with the coach.
Coach is indifferent to the problems of a trainee Feedbacks from the trainee may be useful in
replacing the coach or might given him a chance
to sort out with the trainee
Trainee feels that the coach is biased The trainee must approach the coach with his
problems and if the problem still persist after
that he should take a further step to let the
management know of the same.
Coaching strategies
AWS can adopt certain coaching strategies to successfully implement the coaching
program. Some of the strategies are as follows:
a) Devising clear goals- This includes setting the benchmarks and related deadlines. The
trainees should be well aware of the fact as what the organization expects from them and how
should they work in order to live up to the expectations.
b) Must be ready to help with the management- Coaches need to help the trainees to structure
their work and manage time so as to aid them in the process and provide them with the idea
of practical applicability of the theoretical knowledge (Washington and Cox 2016).
c) Framing the feedback in forthright and a positive manner- Feedbacks from the participants
in the coaching program can help the management to understand if the program is
progressing in the direction of meeting its set targets.

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d) Take a follow up on feedback- This is termed as accountability and the coaches need to
keep a track of the progress of their trainees ensuring that they are following the coaching
program and understanding the same (Cleary and Horsfall 2015).
e) Acknowledging efforts- The coach can boost up the confidence of the trainees by
acknowledging their efforts and pushing them to perform even in a better way.
Laws and regulation for workplace coaching
Global Code of Ethics for workplace coaching defines the rules and regulations that
need to be in place. This code of ethics is effective in setting expectations of best practices in
the sphere of coaching as well as mentoring thereby promoting the development of the sector.
The code of ethics is divided into four sections that include:
1) Terminology- This includes defining who need to abide the code of ethics. In the case of
AWS the management and trainees as well need to abide by this.
2) Working with the clients- This section includes context, contracting, integrity,
confidentiality, inappropriate interactions, conflict of interest, terminating professional
relationships and on-going responsibilities (DaviD 2016).
3) Professional conduct- This includes maintaining the reputation of the workplace coaching,
supporting equality and diversity, avoiding beaches related to professional conduct and legal
duties.
4) Excellent practice- This includes the ability to perform, on-going supervision and
continuing professional development and reflection in the workplace.

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Monthly monitoring report
Monthly Report – Coaching
Name of the trainee – A
Name of the coach- B
End of month- October 201X
Please rate the responses on the specified services that are listed below:
1
Requires
improvement
2
Satisfactory
3
Good
4
Excellent
a. Cooperation - Is the trainee cooperative?
1 2 3 4

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✔ Satisfactory Good Excellent
A is not cooperative and does not listen properly while being instructed.
b. Work Ethic - Is the trainee what is required on monthly basis to reach the set PD
goals?
1
✔
2
Satisfactory
3
Good
4
Excellent
A is busy in doing his own stuffs and never does he follow the instructions that are given to him.
c. Progress -Do you see any real signs that the trainee is enjoying the PD activities that
have been suggested and is steadily progressing in the direction to achieve the goals?
It’s difficult to comment on if A is enjoying or is interested in the PD activities or is making progress,

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as he comes up with new ideas and does not accept the ideas or tasks given to him.
d. Communication - Rate the communication between you and trainee ?
1
✔
2
Satisfactory
3
Good
4
Excellent
I am unable to understand what A wants, as he interrupts me. There are times when he challenges
and argues with me unnecessarily.
e. Recommendation:
I suppose he A is not compatible with me and thus according to me he should be sent under some
other coach and I given some other trainee to handle.
From the above monthly coaching report it can be understood that there is a conflict
in between the trainee and his coach. The coach is finding it difficult to teach the trainee and