Assignment
Instructions
This phase of the coaching process requires brainstorming. Think you know everything there is to know about brainstorming? Too often, we overlook some essential basics about processes we think we know well. Take a few minutes to refresh your understanding of the "rules" of effective brainstorming in this article from the Trident Library:
Van Valin, S. (2014). Brainstorming. Leadership Excellence, 31(2), 20-21.
• Brainstorm as many options as possible that will help your coachee achieve his or her goal.
• Discuss the options and select the best ones.
• You may offer your suggestions, but let your coachee do most of the work of generating and evaluating the options. Remember that the objective is to get the coachee to commit to action, and this means that the coachee must feel "ownership" of the plan.
• Write up this meeting as indicated in the Keys to the Assignment below.
• Turn in your 4 to 6 page paper to the appropriate
Keys to the Assignment
• After reading the background materials for this module and doing additional research if needed, prepare your pre-coaching plan for a 45-50 minute session:
• What are your goals for this session? How will you know if you are successful?
• What skills will you use?
• How will you go about doing this?
• What questions will you ask?
• Conduct your coaching session (45 to 50 minutes). Remember the ultimate goal of the session is to come up with a plan to which the coachee commits.
• Write up your post-coaching reflection.
o Report the facts of the coaching session; summarize the plan.
o What went well and what did not?
o What did you learn about coaching from this session?
o What would you do differently next time?
Assignment Expectations
• Include a cover page and reference page in addition to the 4 to 5 pages of analysis described above.
• Your paper should have an introduction and a conclusion.
• Use headings to indicate major sections of the report.
• Cite and reference any outside sources.
• Use APA formatting.
• Proofread and edit your papers carefully. The expectation is zero errors.
Course Materials/Bibliography
Clark, D. (2011). Performance coaching. Big Dog and Little Dog's Performance Juxtaposition.
Pantall, J. (22 Aug 2012). Coaching on the spot. Rutgers Business School.
Lester, K. (2012). Spot coaching. CPA Practice Management Forum, 8(11), 10-11
Developmental and performance coaching (n.d.). ROI Coaching.
Busby, N. (2005). Career coaching to value. Orange County Business Journal, 28(11),
McRae, C., & Dooley, E. (2013). The personal touch of outplacement. Canadian HR Reporter, 26(7), 11.
Heathfield, S. M. (2014). 360 degree feedback: Even more about the good, the bad, and the ugly. About.com.
Chapman, A. (2006) Johari Window Model.