Management Essay Sample
Your essay should include the following:
1. Name and group start date
2. Introduction
3. Body
4. Conclusion
5. References/Bibliography (e.g. APA 7th edition)
Would recommend using the headings below to structure the body of your essay:
1. Definitions
2. Evaluation of the statement in italics
3. Application of tools/models
Your essay should address the following prompts:
1. Definitions
Explain your personal definition of coaching and your personal definition of mentoring. Describe how you would differentiate coaching and mentoring and when it is most appropriate to use each intervention.
2. Evaluation of the statement in italics
Consider the statement in italics, below. Please critically discuss the statement, using theories/models and past reading (book reviews and journal articles reviews). In addition, use examples from your own practical coaching/mentoring experience to create and support your arguments.
“In a Coaching Context - “…an effective coaching relationship…can motivate clients and unstuck the stuck. People come to coaching for lots of different things, but the bottom line is change.”
3. Application of tools/models
You should use examples of at least 5 tools or models discussed in class, as well as examples of your reflective practice on your practical coaching with peers and your external client (and any other coaching/mentoring experience you might have had), showing how you applied the tools in this practice.
It is important to evaluate the tools/models you present and express your own opinions. Please note: You are not required to describe the tool/model. Rather, please focus on the application of the tool/model in your coaching practice.
Suggested word count for the sections:
1. Definitions (approx. 1,000 words)
2. Evaluation of the statement in italics & 3. Application of tools/models (approx. 4,000 words) Formatting Guidelines
Text and Paragraph Layout
The main text should use 2.0 line spacing. The font should be a sans serif 12-point font such as Arial, Verdana, Helvetica, or Trebuchet MC. Margins should be 1inch on all four sides.
Uploading Your Assignments
You are required to submit your assignment as a word document file. The name of your file should include: first name and surname, assignment, course month/year that your course started, e.g.:
JOHNSMITHESSAYPDCMOCT2021
Declaration of Authorship
Your essay assignment must include an authorship statement (see below).
SIGNED:
If this is not received for your essay, unfortunately the submitted work will not be accepted.
Please review the plagiarism policy in your Learner Handbook.
Referencing
The recommended use of citation conventions adopted is American Psychological Association (APA).
When using citation software (e.g. Easybib, EndNote), you should format all entries as APA (7th Edition). For more information on APA citing, please refer to this guide. Other acceptable citation formats include MLA and Chicago. For more information on MLA and Chicago citing, please refer to this website.
Example of In-Text Citations:
Kimsey-House, Kimsey-House, & Whitworth (2018) suggest that the role of the coach is to champion the client to unearth their own potential. They propose that a coach should view their client’s goal holistically – as it relates to all areas of their client’s life – rather than in isolation.
Sample Reference List:
References
Gallo, A. (2015). Overcoming the toughest common coaching challenges. Harvard Business
Review. Retrieved from https://hbr.org/2015/04/overcoming-the-toughest-common-coaching-challenges Kimsey-House, H., Kimsey-House, K., & Whitworth, L. (2018). Co-active coaching: The proven framework for transformative conversations at work and in life (4th ed.). Nicholas Brealey Publishing: London, UK.
Luthar, S. S., & Brown, P. J. (2007). Maximizing resilience through diverse levels of inquiry: Prevailing paradigms, possibilities, and priorities for the future. Dev Psychopathology, 19(3), 931-955. Seligman, M. (2002). Authentic Happiness: Using the new positive psychology to realize your potential for lasting fulfilment. Atria Paperback: New York, NY. Whitmore, J. (2017). Coaching for performance: The principles and practice of coaching and leadership (5
Solution
Introduction
In the context of today’s competitive mindset without a coach or mentor, it is impossible to sustain in the field of education. The prime necessity of having a coach to be directed on the right track is to gain immense competitive advantage. There are various reasons which indicate why coaching is important for every student. Uni Assignment Help, First and foremost, the importance of having a coach is that the coach helps the students to improve their self-awareness. Not only self-awareness but also the coach plays a pivotal role in setting the goal and prioritizing the course of action to reach that goal. However, coaching helps students and learners to be more autonomous and develop confidence in the students to obtain better marks and grades.
On the contrary, besides coaching, mentors are equally important in the life of a student. Mentors play an important role in giving proper instruction to reach the goal. In addition to this, they are playing a crucial role in giving emotional support to the students. Mentors help the students to explore the career options. Along with these, without the help of a mentor, it becomes very tough and troubled for a student to keep motivated in the long journey of academics.
This essay is focused on clearly understanding the definitions of coaching. Apart from this, this document will also try to analyse precisely about mentoring. This essay will also try to indicate the compare and contrast between these two effective parts and try to represent the relevance of having them in the life of a student. Moreover, in this essay, some mentoring tools and models are going to be analysed meticulously.
Main Body
1. Definitions
Definition of coaching
Coaching refers to the process of self-awareness and self-discovery at the time of working with professionals. In my view, a coach helps to find out the weaknesses and strengths in one’s character that eventually help the person to reach the goals (Ihensekien & Joel, 2023). A coach is capable of identifying the weaknesses in individual character. Addressing this and solving those issues with dynamic procedures can raise one’s productivity to a great extent.
According to my perspective-
Coaching is a procedure that helps to build good habits, behaviours and skills that are necessary for professional development and to achieve goals. A coach helps learners in achieving and forming certain habits, behavioural patterns and professional skills by providing effective training.
Coaching may be a formal and informal relationship between two or more people. The people having more knowledge, skills and experience help others to learn and enhance their skills by providing guidance and advice (Anuyah, Badillo-Urquiola & Metoyer, 2023). I have seen that Coaching focuses on specific tasks. A coach provides guidance based on certain objectives. A coach always teaches learners who have common targets to achieve rather than focusing on individual goals and development. The concept of coaching is applied to different fields such as sport, education, business and many more.
The above-mentioned keywords
Self-awareness and self-discoveries
A coach can identify the strength of a learner's character. Further solidifying those strengths helps in raising the stability of a coachee’s character (Ihensekien & Joel, 2023). The procedures used by a coach help to build up certain habits that increase self-awareness and confidence among coachees.
Dynamic procedures
Coaching is a process of continuous learning that helps to gain insights about one’s character (Wang et al., 2021). It is a continuous learning process that goes through a complex process and teaches how to control a complicated situation with its multiple dynamic ideas.
Definition of mentoring
I define mentorship as follows-
Mentorship is a procedure that provides psychological support through advice, guidance, direction and influence to reach professional goals.
A mentor always helps in the learning procedures having less knowledge and skill that are often called as a mentee. A mentor helps in the learning process through his years of experience and skills and motivates others to reach their professional goals. He can work in a professional setting or be a self-motivated individual. The most fundamental procedures of mentorship include more seniors with years of experience as a mentor rather than selecting a junior one. Mentorship places greater importance on the gathering of experience than focusing on age factors (Goh, 2022). The most significant matter in mentorship is learning from the experience of others. In most cases a mentor is a more senior personality who is appointed as a guide, counsellor or advisor in an institute or self-employed in those roles.
The mentorship is responsible for raising self-confidence and motivation by proposing help and asking for feedback about the learning process from mentees. The significant role a mentor plays in the life of a mentee. He can support a mentee by providing them with respective knowledge and skills to grow in their career. Mentoring refers to the formal or informal transmission of social capital, knowledge and psychological support that resonate with career, and professional development (Cavendish, Perez & Ocasio-Stoutenburg, 2023). A mentor is always a good listener who patiently listens to the issues of the learners and brings the most effective solutions to address those problems. The effective solutions and the resolution with respect to the problems assist in successfully navigating the issues. A learner who is new to his professional field needs practical guidance in order to avoid issues and making mistakes. Criticism and analysis are also significant parts of learning. A mentor critically analyses the mistakes and provides constructive feedback that saves a learner from future mistakes.
Difference between coaching and mentoring
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Figure 1: Differences between coaching and mentoring
(Source: Wang et al., 2021)
(Source: Wang et al., 2021)
There are some differences in the concepts of coaching and mentoring however both of them help learners in moving forward in their lives.
1. A coach trained a group of learners that shared thoughts and worked towards achieving common goals (de Haan & Nilsson, 2023). A coach trains his coaches with all the required skills he has gained over the years and he is responsible for the outcome of his training. A coach practices different skills and is open to new learning in order to develop the effectiveness of the coaching style that will eventually help others.
However, a mentor gained knowledge through his experience. He shares the knowledge of his experience that he has gained over time through different work experiences. He often builds informal relationships with his juniors. A mentor can motivate individuals having different perspectives and goals.
2. A coach identifies the weaknesses of his team members and also recognizes the strengths of the members. It helps the learners to rectify their weaknesses and strengthen their strong points for professional achievements (Cavendish, Perez & Ocasio-Stoutenburg, 2023). Coaching is an iterative practice that helps to achieve certain behavioural patterns and knowledge supportive for professional attainment.
A mentor helps his junior to get knowledge and improve their skills by sharing advice and his own experiences and guidance. Mentees identify their weaknesses and the strengths of their character from the shared knowledge and then they rectify their mistakes and weaknesses and work on the strength to gain advantages.
3. Expertise is not needed in coaching; it requires good skills. However, in the case of mentoring the development of skills is needed through the years of experience.
It is a disciplined process. Therefore, mentors are often seen in the professional sector like counselling, as advisors and in many senior positions.
2. Evaluation of the statement in italics
I have been asked to evaluate the statement given below in terms of referencing it with five models of coaching as well as drawing from my personal own experience as a coach.
“In a Coaching Context - “…an effective coaching relationship…can motivate clients and unstuck the stuck. People come to coaching for lots of different things, but the bottom line is change.”
I will attempt to evaluate the above-mentioned statement focusing on the matter of how coaching can effectively facilitate change and set a dynamic momentum in terms of models and theories that I have learnt in due course as well as from my personal experience.
The following models will be referenced along:
Grow Model
Wheel of life
Maslow’s hierarchy of needs
Appreciate inquiry
Perma-V
In the context of coaching, I have found out that people mainly prefer to avail sessions to revamp themselves and to strengthen their concept on a particular topic. Here the teaching faculty plays an important role in mediating change in terms of knowledge and skills which tend to facilitate development in the life of the students (Al Hilali et al., 2020). I have observed that the relationship between teacher or faculty and student or client depends upon the factor of compatibility. I believe compatibility depends upon effective communication skills and it is the only feasible way by which effective change can be brought upon. Effective communication between the coaching faculty and students is helpful to clear doubts in minds which tend to hinder the understanding of the subject matter. Only by effective communication can change be initiated in the form of clearing doubts.
I think the relationship between the coach and students matters the most in the context of coaching as it serves as the foundation of trust and reliability that serves an essential role in facilitating teaching. When it comes to exchanging views and thoughts the relationship and accessibility between the faculty and students matters the most. It also facilitates effective interaction to discuss various concerns associated with teaching such as regarding technical skills, the elaboration of the subject matter, clearing doubts and so on. For me, a coach acts as a guide who paves the right way for the coachees to follow and emulating those footsteps serves as an essential determinant to bring in change both in terms of focusing on skill based on opportunities and by bridging the gap in the talent (Andersen & Wellen, 2023). I think it is the moral duty of a coach to help people and students under his guidance to unravel their thoughts and perspectives so that their mentality and way of thinking can be changed. Also, I think to unstuck the stuck it is important to guide people and learners under the coaching regime to become conscious of their self-awareness. Self-awareness helps to trigger the boost that compels an individual to chase objective-based success in life which can be also viewed as ambition in life. Watts, Morgan & Starr (2015) also quoted “Our strengths can become our weaknesses. Our traits and habitual behaviours can become traps”. As a coach or mentor, I always maintain a friendly relationship with all my students in order to understand them very closely and identify their fear or strength. My students share all their doubts and the happening activities of their lives with me to get the best opinion from me.
As a coach, I believe good practice and dedication towards learning play an important role in formulating change that ultimately guides people in different ways which again depends on individual perspectives. Co-active coaching and co-active communication helps the coaches to effectively formulate ways of coaching and bringing in change by interacting with his subjects under his guidance (Andersen & Wellen, 2023). Here under the context, dedication helps the coach to focus on individual issues that he faces while imparting knowledge associated with the skills (Bachkirova, Arthur & Reading, 2020). As a coach I think that a coach should possess the inherent ability to delve into matters through his intuition that needs sheer dedication to develop, that is it needs constant practice and observation of his subjects under the lens (binti Kamarudin, binti Kamarudin & binti Darmi, 2020). This eventually aids in developing the basic intuition which helps the coach to assess and explore potential and possibilities in his students. As for an example, becoming a mentor I give focus on the small or big issues of my fellow learners and try to understand their feelings relating to the situation. This in turn helps me to increase my dedication and consciousness and learn more about the outside world. I prefer to study my own about different subjects and then I describe the things and discuss the tips with my students to increase their interest in learning.
Trust is another factor that helps to underscore the bottom line which is changing in terms of proper assistance and guidance (Starr, 2013). I believe trust plays a key role in determining the outcome of coaching which pretty fairly explains “why” coaching is necessary to tap into potential domains of possibilities. According to me, trust generates insight as well as solutions regarding a matter of concern between the coachee and the coach. This helps to conjure up an unconditional regard that facilitates the well-being of the clients under routine guidance influenced by positive regard and mutual respect and understanding. I personally believe the very concept of “change” depends upon the outlook which again helps to determine the “exercise plan” for the coaching regime. Capabilities, weaknesses, and dependence - everything depends on the extent of expressivity through which a healthy relationship is developed between a coach and his subjects. If the foundation of a relationship is strong then it plays a critical role in terms of motivation to drive people towards achieving their desired success in life. As a coach I think it is critical to provide ample amount of motivation as motivation serves as the mental medicine to lead to a stronger sense of clarity, belief and conformational values, all of which are necessary to trigger the drive for change (Panchal & Riddell, 2020). I strongly believe there is no place for ego in coaching which makes a coach conscious about his credentials. If an effective change is about to be brought then one should consider coaching as a process of inquiry which is always subjected towards finding perfection by pushing the boundaries. The philosophy of coaching always directs one towards creating a dynamic momentum that needs to be understood in terms of tough negotiations. Since I pursue my career as a coach, I passionately took some innovative plans and strategies to facilitate the learning process. I make questionnaires about each topic after teaching the students to examine their understanding level. Furthermore, personally I tried to make sure that the students get a clear understanding about the topic and score more in their exam. Not only the school books but also, I taught them the lesson about life to make them better human beings.
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Figure 2: Effectiveness of coaching
(Source: binti Kamarudin, binti Kamarudin & binti Darmi, 2020)
According to my perspective, a great coach can be a suitable mentor too. This is said so because, a coach can build a healthy relationship with his or her student if he has some attributes of a mentor (Kimsey-House, Kimsey-House & Whitworth, 2018). It is very true a coach is very adept at training his or her learners by enhancing their self-awareness but when a coach provides sheer guidance and advice regarding that self-awareness then he plays both critical roles: a mentor and a coach. These attributes of coaches make them a better medium to achieve the highest growth in professional life (Seligman, 2002). It has been reported in a new article that the people, who are taking the help of mentors to sustain themselves in this cut-throat competitive era, have a success rate of 76% (Horoszowski, 2020). Not only this but also I think before choosing the mentor, the coachee has to make up his or her mind to know the mentor and for that reason, he or she has to meet informally. It has been said in the book of Marica Reynolds it has been said that the interaction with the coach should be informal and I support these words also. I strongly believe that formal interactions have some sheer protocols and those protocols develop some hesitations and a wall of ambiguity that creates bottlenecks in the relationship between a coach and his or her coachee (Luthar & Brown, 2007). An informal relationship can be built between the mentor and the student with the help of a coffee waiting.
Apart from this, I also believe that building a healthy relationship with the mentor or coach pushes a person to the verge of a winning attitude (Al Hilali et al., 2020). Not only the winning attitude but it also pushes them to generate sheer trust between them. It has been also seen that a better relationship with the mentor is very effective in the context of acing the skills of the learners (Gallo, 2015). This kind of skill development plays a pivotal role in doing a stuck and tough job. It is seen that coaches and mentors are extracting the best outcome from an experiment with the help of a collaborative relationship (Whitmore, 2017). These collaborative relations are important in the context of developing higher-level critical thinking. This kind of critical thinking motivates the learners easily.
3. Application of Tools/Models
Grow Model
The four-step GROW model helps in identifying the goal and brainstorming new ideas to achieve the goal within a time period. The goal, reality, option and will foster the traditional coaching and mentorship to formulate the right decision and help the students (Stephen, 2023). Moreover, the mentors in the coaching classes implement an effective communication method to understand the doubts of the students and provide greater options to enrich the targeted goal.
I think that a clear perception of the Goal helps in moving the conversation forward and recognizing the reality of the situation and circumstance. The team leaders and the mentors implement the GROW model to collaborate with the team members to successfully complete the work. Moreover, this framework helps the mentors formulate new questions by giving options to check the willpower of the students. Apart from that, I think that the powerful coaching and learning method helps the students to learn new things.
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Figure 3: Grow Model
(Source: Culture at Work Limited, 2022)
I have already used this framework during any coaching conversation with my fellow students. The perfect use of the model enables me to focus on the quality of the question and its upgrading solutions. During the short period of time, I also observed that the students faced challenges and issues in exploring their own creations. Eventually, the GROW model helps the clients choose the better option on behalf of the mentor to successfully mitigate the issues and get perfect answers relating to the project (Itaire O’Sullivan & Hammond, 2023). I personally believe that the leveraging of this framework helps the mentor to build a strong relationship with their students in order to acquire their best overall performance and development.
On the other hand, the holistic framework encourages the mentor to commit to some specific activities and upholds the position of the coach to achieve the goal in the near future. According to Sir John Whitmore, the influential GROW model enables the individual to bring out more productivity, and growth and transform the relationship between the coach and the students in the long term. Sometimes before dealing with a client I faced some issues in continuing the conversation with them and failed to convince them in accepting the deal. Nowadays, implementing the GROW model framework in my work I have many options to convince the clients and acquire the deal. This model helps me to experience more and stepping forward to the new correct path.
Wheel of life
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Figure 5: Wheel of Life
(Source: Smithwealth Partners, 2023)
The fundamental concept of the Wheel of Life tool was proposed by Paul J Meyer in 1960. Currently, a diverse model of tools has been used by the coaches for personal development. Wheel of Life has been considered a significant tool that has several contributions to coaching and mentorship (Lim, Shahdadpuri & Pua, 2023). I like the tool most as it is used to help people by accessing their satisfaction in diverse segments of their lives. It can also help me to detect the areas of improvement and set some significant goals to draw the changes. The tools have been categorized into eight to ten diverse components including health, family and friends, career, finance, contribution to society, fun and recreation, relationship, and personal development. In order to use the tools, there is a scale with the rate of 1 to 10 to categorize the satisfaction level of the individuals. On this scale 1 refers to the least satisfied and 10 is most satisfied (Ede et al., 2023).
Apart from that the tool is also used to track the progress of the individuals over time. I have used the tools to rate my friendship goal which is 7. It also means that there are some improvements needed and I would communicate with them more effectively. Moreover, I also state that the tools also help me to identify the needy one who has been suffering from stress and calmness. In this context, if the client states that he is not satisfied with his workplace and workload I might help them by setting some clear objectives to reduce their work pressure.
On the other hand, at the time of my lectures, I also use the tools to help my mentee to develop their skills for their better and advanced career. It also helps the mentee to realize that they should develop leadership skills and I effectively deliver them training and guidance to practice leadership styles. Wheel of life, the easiest and simplest model, enables me to control and accept the loopholes in me and give better opportunities for a better future. As a coach I tried to influence my client and explored new paths by nuanced skills and behavior. I used this model to make some clarity regarding the situation and influence the client by managing the critical areas. Moreover, I also accept all the hurdles and challenges that came to me during this conversation.
Apart from that, I feel that the Wheel of Life is a versatile tool to be used in diverse kinds of coaching and mentorship programs to measure the report of progress. With the help of the tools, people can identify their weaknesses and maintain a balance of personal and professional life.
Perma-V 360
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Figure 6: Perma V
(Source: Before Nine, 2023)
(Source: Before Nine, 2023)
Perma V 360 is a suitable model that can be effectively used to measure the well-being of individuals (de Haan, Molyn & Nilsson, 2020). The model was proposed by Dr. Seligman in 2011 and also shared it in his book. According to him, “Positive psychology takes you through the countryside of pleasure and gratification, up into the high country of strength and virtue, and finally to the peaks of lasting fulfillment, meaning, and purpose”. In this model, five significant elements have been interconnected with well-being including, positive emotions, engagement, relationships, accomplishments, and meaning. Moreover, the model also includes a self-assessment and various resources of coaching.
The self-assessment element of the model significantly provides a better understanding of the well-being of the individuals and also determines the areas where improvement is needed. The 360 assessment also helps to gather feedback from others by analysing their strengths and weaknesses (Wagner et al., 2020). The model is useful to realize the underlying drivers to develop questions to be explored in front of the client.
Recently I have used the models to solve the problem of my client as he has faced some mental anxiety. His career change and the imbalance between his personal and professional life drive him towards negativity. It significantly impacts his mental well-being and health. In this context, I have helped him and provided him with support and guidance to cope with the challenges.
On the other hand, I also used the model to coach a peer who is feeling stressed at their workplace. I would have started my coaching by providing them with a complete 360 self-assessment. This has helped me to identify their scores in engagement and meaning domains that are low rather than the other components. It has also helped to develop the action plan and the objectives of the peers for their well-being in their prominent areas (Kumar, Suneja & Swee, 2023). I effectively set some objectives so that they can spend most of their time in some meaningful and engaging activity.
As a coach I used this model recently to focus on the lower area of discussion. This model reduces the level of anxiety and protects the clients to upgrade his life and maintain the quality of well-being. This powerful model built some positive impact and made a positive presence in maintaining life. I am now exploring the changes and the development in the long-term to gain the sustained practices to ensure his sleep remains restorative.
In other words, I would state that there are many advantages of the model including better performance, satisfying relations, strong immunity systems, better health, and many more. The model also helps me to reduce some problems like cardiac issues, sleep, self-control, level of burnout, and many more. Overall, I can state that the model is significant to maintain positive emotion and effective engagement of the individuals.
Maslow's hierarchy of needs
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Figure 4: Maslow's hierarchy of needs
(Source: Mcleod, 2023)
The Five-stage model of Maslow's hierarchy of needs follows the physiological, safety, love and belonging, esteem, and self-actualization needs. I prefer this theory as it helps in understanding the client's needs and choices and explores the best result to fulfil the target. Along with that, the implementation of this framework enables the learners to increase their ability to learn by obtaining new interests (Sehajpal et al., 2023). Using this effective model, I become able to motivate and guide the learners to upgrade their skills and ability. In addition, before pursuing a class and training the coachee I always prefer to preview my own notes for a couple of minutes to remind myself of all the things.
The self-actualization enables me to maintain a commitment level and build a strong relationship with the learners by acquiring their interest in reading. Furthermore, the physiological barrier and the love for the learners indulge a curiosity and encompass the creative thinking ability.
According to Maslow, “Good coaching is not always comfortable, inclusive techniques, self-boosting and motivation implies interest”. In Spite of providing the learning or coaching, I always prefer to guide or maintain the safety of the learners to motivate them in their education. For understanding each other's motivation and needs I prefer to implement the framework for addressing the difficulties and mitigating the issues. Not only I but also every teaching professional and mentor uses the hierarchy of needs to strengthen the performance of the coachee. Significantly, it also enables the mentors to upgrade the productivity of their fellow people by gaining knowledge about theory skills and preventing the retention process (Roerig, 2023). Physiological needs demonstrate the basic needs of the human which is required to sustain in life. As a coach, I always focus on the perfect environment and ensure the leaders by providing them with the basic things for sustaining.
Not only the good coaching but also the effective and interesting environment motivates the learners to come and join the classes with more excitement. As a coach I implemented the Hierarchy needs in my classroom practices to understand the psychological needs of the students and then tried to fulfil it. I used this approach almost every time to generate the insights and focus on the solution. Some issues and hurdles came in my path so I achieved this model to conquer the future understanding.
Appreciative inquiry
Appreciative inquiry is a significant theory that was proposed by David Copeerider and S. Srivastava in 1987 (Reynolds, 2020). The model is significant to assist the clients and their peers so that they can identify their strengths and propose a plan so that they can achieve their objectives. The model has been based on the grounds that people more dynamically change their perspectives if they are dedicatedly focused on their strengths and their desired goals. The inquiry cycle has been based on the 4 D’s which are a dream, discovery, design, and destiny. The discovery phase refers to helping the clients by identifying their values and experience levels. The dream phase of the model also refers to helping the clients to propose a positive future. The design phase also helps the client how they can develop and propose a plan to attain their goal in a limited time. The destiny element of the model celebrates the success and the failures of the individuals. Apart from that it also helps me to encourage my clients so that they can recognize their strengths and weaknesses.
The artful creation and the positive collaborativeness of the inquiry enable the learners to access the confirmation and get detailed information about their doubts. The consciousness, thought, and determination to do something helped me pursue the coaching classes and build relationships with the students. I also believe in comforting appreciation which enables me to recognize people and boost their self-motivation to derive a fruitful result. Moreover, managing diversity in the classes and integrating the micro or macro-environmental issues for addressing the health and safety of the learners are the most crucial aspects (Springael, 2023). As a coach, I always prefer to promote collaboration to ensure the learning experience to acquire more learners. The appreciation of inquiry promotes a lawful action and gives equal opportunity to the learners through which they are able to indulge deep knowledge, ideas, and practical implementation to upgrade their learning experiences.
Conclusion
While evaluating the statement, I have used all the tools and found that all the tools are very powerful. I have elaborated my coaching experience through the tools and I found out that the tools were very helpful in adding values to me demonstrating the process. I have learnt so many things which enhanced my experience and understanding power. I am still learning various aspects of the process and I think it would be an important part of my journey as a coach. I have also acknowledged the fact that the core process in coaching is the right mindset and practice of listening carefully. I have also learnt the power of language and silence which will help me to understand the underlying meaning of client’s sentences.
I have also understood that the coaching and mentoring are almost the same but there are some basic differences in these two skills. It becomes very lucid and clear to me that in coaching, there is no hard and fast rule that the coach must have expertise but in mentoring the mentor must have the experience. I have seen in coaching the collaborative relationship is important and in mentoring it is important also. It has been understood from the experience that in both coaching and mentoring, the self-improvement of the learners is exercised. On the other hand, it helps me to understand the importance of honest sharing of thoughts between the coach and coachee. Coaches are very effective in creating effective courses of action for the learners.
I have used various models which helped me a lot in understanding various aspects of the journey of a coach. The GROW model helped me to understand the relationship building and its strength between a coach and the client. With the help of the wheel of life, I have identified the strengths and weaknesses of my journey as a coach and the aspects which I have to build up in the upcoming future. On the other hand, pharma-V 360 has helped me to understand the anxiety of clients and how to handle them in order to maintain a healthy life for them. Just like that, Maslow's hierarchy of needs helped me to identify the psychological needs which I will practise in my classroom in the upcoming future. Lastly, the theory of apprentice inquiry has helped me to understand the equal opportunity among students which will help them to gain knowledge and help them to upgrade their learning experiences.
It also shows me that coaching is effective for students to tackle the domain of learning. Along with this, with the help of these above words, I can conclude that to make mentoring and coaching more effective mentors and coaches may use the GROW model. With the help of the GROW model, learners can achieve their goals easily. Apart from this, with the help of Maslow's hierarchy model of needs coach can better attune to the demands of the client and help to sail them to self-actualisation. I have also seen while using the Wheel of Life, the areas of imbalance can be identified by the coaches and mentors to set the goal for the trainees.
In the end, I also have to enhance some part of learning in the upcoming future which will enhance my experience as a coach. First, listening activities, building a strong relationship and understanding the mindset of the clients are some of the basic things which I have to enhance in the upcoming future. By learning about these tools and using them in my coaching experience will help me to understand all the aspects and I think they will help me in improving above mentioned areas as well.
References
Al Hilali, K. S., Al Mughairi, B. M., Kian, M. W., & Karim, A. M. (2020). Coaching and mentoring. Concepts and practices in development of competencies: A theoretical perspective. International Journal of Academic Research in Accounting, Finance and Management Sciences, 10(1), 41-54. Retrieved from: https://pdfs.semanticscholar.org/cbb2/b60cccfa0bcc4c3c2b3aeb3e0d6762252a3f.pdf
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