By Sara Thorpe
Full of functional details, case reviews and routines. A one-stop store of a booklet deals every little thing readers must be capable of harness the robust and winning means of training. Softcover.
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Additional resources for Coaching Handbook: An Action Kit for Trainers and Managers
What skills do you use when you are performing this activity? In what other situations do you use these skills? Is there any specific part of this task that you find easy or enjoy doing? Why? Is there any specific part of this activity that you find difficult or do not like? Why do you think you find this aspect of the task problematic? What factors do you think influence how you perform this task? Next it is vital to describe the desired outcome. This is the second part of identifying needs – assessing current competency depends on having a clear benchmark against which to assess.
If you feel it is appropriate, you may want the coachee to begin to think about what he or she wants from the coaching process by asking some questions or giving the coachee a questionnaire to complete. Remind the coachee to bring any documents that might be relevant. Chapter 6: Stage 1: Clarifying Coaching Needs and Goals Overview By the end of this stage of the coaching process, you should have the following outcomes: Agreement that a development need exists and a broad idea of what that need is.
In preparing to coach, we would suggest that you think about the following points. Preparing yourself Consider who initiated the coaching process – do you need to consider how to work with third parties? Remind yourself of the role and responsibilities of a coach, perhaps by reviewing the coach job description and/or reviewing any documented corporate scheme. Get yourself into ‘coach mode’ – it is especially important to get yourself into the right frame of mind to coach if you are the coachee’s line manager or have responsibilities for training – it is about ‘putting on the right hat’.