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Coach Channel Management Analysis
Coach Inc., Distribution Channel Analysis
Company Description and Overview
Coach Inc., (NYSE:COH) is a globe leader in fine accessories and gifts market, and one of the most profitable competitors in the leather goods and luggage manufacturing globally. Coach generated $4.76B in evenues in their latest full fiscal year and earned a Net Income of $1.04B. Coach is a highly profitable business, earning 21.77% Net Profit Margin, 30.44% Operating Margin and 33/12% eturn on Assets (OA) in addition to a eturn on Average Equity (OE) of 51.3%. An eleven year financial ratio analysis is include in Appendix A, Coach Inc., atio Analysis. These financial accomplishments are significant given how consolidated the fine accessories and gift markets have become in recent years with the company reporting that their own market research shows the overall industry consolidating at a negative growth rate of 9.6% from 2007 to 2012, with…
Coach Investor Relations (2012). Investor Relations. Retrieved August 13, 2012 from Coach Investor Relations and Filings with the SEC:
Luggage & Leather Goods Stores Industry (NAICS 44832). (2012). United States Luggage & Leather Goods Stores Industry Report, IBIS Research. New York, NY. 1-92.
Appendix A: Coach Inc., Ratio Analysis
Mood in this context attaches meaning to an individual's prevailing circumstances. In regard to our case, Joe's mood is littered with frustration regarding the uncooperative nature of his business and marketing peers. His frustrations further emanate from having his requests questioned every other day by his business and marketing peers. Joe's frustrations in this case can be seen as a function of the reorganization.
Lastly, we have future possibilities which have largely got to do with what an individual wants to bring about going forward. One of the possibilities seen by Joe in this case has got to do with better relations with his business and marketing peers. This is the reason he calls on me to intervene so as to bring to force enough influence to back him up. Further, Joe sees the possibility of being able to fit into the current structure in place as at the time…
Flaherty, J. (2010). Coaching: Evoking Excellence in Others. Burlington, MA: Butterworth-Heinemann.
Goldsmith, M. & Lyons, L. (2006). Coaching for Leadership: The Practice of Leadership Coaching From the World's Greatest Coaches. San Francisco: John Wiley and Sons.
Hernez-Broome, G. (2010). Advancing Executive Coaching: Setting the Course for Successful Leadership Coaching. San Francisco: John Wiley and Sons.
Peltier, B. (2001). The Psychology of Executive Coaching: Theory and Application. New York: Psychology Press.
Color psychology is the study of color on human emotion, cognition, and behavior. esearch reveals a distinct and measurable relationship between color stimuli and human emotional response. This paper seeks to add to the body of literature by focusing on applications of color psychology in life coaching. The goal of life coaching is to inspire clients to reach their highest potential. Color psychology can be used to this end.
Color psychology is the study of the effect of color on mood, mind, and emotion. The subject has been defined as "the way humans think about and equivocate color with sensations and emotions," ("Lesson 5: Color Psychology," n.d.). However, color psychology also has concrete behavioral, cognitive, and counseling psychology applications. Until recently, most of the research on color psychology on human behavior has fallen within the rubric of marketing. Yet color psychology also has a broader application in fields such…
Adams, F.M. & Osgood, C.E. (1973). A cross-cultural study of the affective meanings of color. Journal of Cross-Cultural Psychology 4(2): 135-156.
Bellizzi J.A., Crowley, A.E. & Hasty, R.W. (1983). The effects of color in store design. Journal of Retailing 59(1).
Cherry, K. (2012). Color psychology: How colors impact moods, feelings, and behaviors. About.com. Retrieved online: http://psychology.about.com/od/sensationandperception/a/colorpsych.htm
"Color Psychology: The Emotional Effects of Colors," (2012). Art Therapy. Retrieved online: http://www.arttherapyblog.com/online/color-psychology-psychologica-effects-of-colors/#.UIruWGn-vZw
Coach Carter as a Tool for Therapeutic Development
Though based on a true story, there are many elements of Coach Carter that can be seen as directly related to standard elements of fiction. The titular Coach himself, played compellingly by Samuel L. Jackson, is something of a Byronic hero with his harsh and unlovable exterior and a depth of conviction that does not admit for any real discussion and even excludes politeness quite often, and the series of triumphs and setbacks experienced by many of the characters is typical in many ways of the hero's journey. Cruz especially must go on a complex inner journey in order to find himself and to accept and even to acknowledge his potential, his motives, and his fears. The scene in which he finally admits to Coach Carter that his deepest fear is that he will fail to live up to his potential is…
Carter, T. (2005) Coach Carter [film]. Paramount Pictures.
Cashman, K. (2008). Leadership from the Inside Out. New York: RHYW.
Gregerson, M. (2009). The Cinematic Mirror for Psychology and Life Coaching. New York: Springer.
Coaching usually begins after a worker has received basic employee training. At this point, a supervisor assumes the role of a coach to assist the employees in employing as well as maintaining the skills that they have learnt. Both coaching and mentoring techniques are used to help employees in their career and personal development. However, there are differences between the two. Coaching is usually a time-bound activity focusing on the development of those work-related knowledge and skills which are related organizational performance. Mentoring, on the other hand, is not time-bound and can survive even if the mentor or the protege changes careers or locations. Mentoring is focused more on individual development than on both individual as well as organizational development. (Certo, 2005); (Lamb-White, 2008)
The origins of organizational coaching can be traced to the coaching style found in the world of arts and sports. Just like sports coaches, organizational coaches…
ASTD Staff, Cat Sharpe Russo, ASTD Press (Editors), ASTD. (2006) "Train the Trainer Vol 1" American Society for Training and Development.
Bar-on, Reuven; Maree, Kobus; Maree, J.G; Elias, Maurice J. (2007) "Educating
people to be emotionally intelligent" Greenwood Publishing Group.
Carter, Earl M.A; McMahon, Frank a. (2005) "Improving employee performance through workplace coaching" Kogan Page Publishers.
Globally and local strategy
In areas of the world where environmental consciousness is less of an image concern, and the appetite for luxury is growing -- as in the case of the emerging middle class in China and ussia -- Coach can rely upon its core brand image. Elsewhere, as in the U.S., Coach can reconfigure its name to become more fashion-forward and teen friendly. Locally, it must expand its price and product range
Comparison to a competitor: Prada
In contrast to Coach, Prada boasts a far wider product range, with a less classic appeal. Prada embraces a dizzying array of fabrics, including nylon handbags, and has a more expansive outreach in its marketing of sunglasses, clothing, and other items. Prada has less snob appeal, given that not all of its items are priced with an eye upon the high-end market, and a consumer wishing to buy the Prada name…
Coach. (2011). Official website. Retrieved February 10, 2011 at http://www.coach.com /online/handbags/Home-10551-10051-en#
Prada. . (2011). Official website. Retrieved February 10, 2011 at http://www.prada.us/
Ideas that can help my Coaching Model
I did a lot of online research to try to scan for ideas that could help me be a more effective coach. One of the ideas that came up from several sources is that the coaching relationship is dynamic. That is that the relationship is something that is fluid and can take many directions. To operate as an effective coach, its seems evident that you must be able to account for change and think on your feet. It has been said that the best coaches always do more listening than they do talking. You must soak in as much information as you can and then formulate a plan to help the client.
The plan does not need to be comprehensive. In fact, the idea is to help led the client to ultimately develop their own plan. The role of a coach is…
Anderson, J. (2002). Executive coaching and REBT: Some comments from the field. Journal of Rational-Emotive & Cognitive Behavior Therapy, 223-233.
Atkinson, P. (2012). Return on investment in executive coaching: effective organisational change. Management Services, 20-23.
Business Balls. (N.d.). life coaching tips for business coaching, personal coaching - techniques for coaching success, performance, career and life-change. Retrieved from Business Balls: http://www.businessballs.com/lifecoaching.htm
Brott, P., & Myers, J. (2011, May). Development of Professional School Counselor Identity. Retrieved from Development: http://www.nice2cq.com/hasava/wp-content/uploads/2011/05/%D7%9E%D7%90%D7%9E%D7%A8-%D7%9E%D7%97%D7%A7%D7%A8-
In fact, one of the barriers to the setting of coals is that learners feel as if they are not accomplishing them. Overcoming this barrier, however, is relatively simple. For instance, Taekwando is a sport that involves those from a variety of age groups and backgrounds. Attaining the skills to be proficient in the sport takes a great time commitment, but because the skills are broken down into belt levels, students see their accomplishments in a timely manner and are often motivated to continue. In addition to organization and motivation, goals can be used for measurement purposes, determining, amongst other progress, if the learner has achieved the goal or needs more work. For this reason, it is important not only for the coach to set goals, but for the learner to explore and discuss his or her own goals. As Meginson and Clutterbuck suggest that "the best learning often takes…
Huitt, W. (2004). Maslow's hierarchy of needs. Educational Psychology Interactive.
Valdosta, GA: Valdosta State University. Retrieved October 12, 2008, from, http://chiron.valdosta.edu/whuitt/col/regsys/maslow.html .
Megginson, David & Clutterbuck, David. (2004). Techniques for Coaching and Mentoring. Boston: Butterworth-Heinemann.
Coaching is simply defined as training or instructing through the use of different approaches that enable a group of individuals to obtain the optimal performance level. However, the success of this practice is dependent on the establishment and execution of a coaching philosophy. In this case, the philosophy is an attitude or hypothesis held by the coach and his/her group that functions as the operating principle to govern the actions of the group. Therefore, coaching philosophy is described as an attitude or perception held by a coach, which acts as the guideline for motivating a team or group of people towards the realization of the best possible level of performance.
As a passionate young coach, I will promote the growth of my team members through providing numerous opportunities that enable them to assume responsibility, communicate, and be accountable in nurturing their dreams. My work as a coach would…
Burroughs, D. (n.d.). Developing a Functional Coaching Philosophy. Retrieved August 26,
2013, from http://www.avca.org/includes/media/docs/Developing-a-Functional-Coaching-Philosophy.ppt
Guthrie, M. (n.d.). 8 Core Principles in Developing a Coaching Philosophy. Retrieved August
26, 2013, from http://www.humankinetics.com/excerpts/excerpts/8-core-principles-in-developing-a-coaching-philosophy
Carter never allows his students to accept the limitations that have been imposed on them. A good coach understands that students' self-concepts are shaped by their peers, parents, the media, and their adult mentors. When kids are taught that they are more likely to end up in prison than in college, they become resigned to their fate. When they are told not to bother trying in school because "basketball's all they got," the students are likely to view academic achievement with suspicion. The empowerment of students like the ones depicted in the film is one of the keys to social, economic, and political betterment of all disenfranchised communities. Coaches can play a more central role in community and personal development than they even knew was possible. Coaching is not just about winning games or reaping financial fortunes; it is about helping others reach their highest potential.
During these meetings, it is necessary to align my coaching objectives with both the business and the career goals of the employees. I can directly address the challenge of solving problems for employees without allowing them to do so first by utilizing appreciative questions that requires them to search for applicable solutions. In the event that they cannot I can provide solutions for them. I can directly address the challenge of my avoiding conflict by farming conflict in a beneficial manner which reinforces the positives in the situation, both internally and externally. I can also actively promote the virtues of emotional intelligence from an internal and external perspective to actively reduce the incidence and severity of conflict.
Ashkanasy, N., Hartel, C., Zerbe, W. (2000). Emotions in the Workplace: esearch, Theory and Practice. Westport: Quorum Books.
Cram, F. (2010). "Appreciative inquiry." MAI eview. 3 (1): 1-13.
Jalongo, M.J. (1995). "Promoting…
Ashkanasy, N., Hartel, C., Zerbe, W. (2000). Emotions in the Workplace: Research, Theory and Practice. Westport: Quorum Books.
Cram, F. (2010). "Appreciative inquiry." MAI Review. 3 (1): 1-13.
Jalongo, M.J. (1995). "Promoting active listening in the classroom." Childhood Education. 72 (1): 13-18.
Kahneman, D, Tversky, a. (1981). "The framing of decisions and the psychological choice." Science. 211 (4481): 453-458.
Coaching and mentoring are fundamental lifelong commitment for graduate nurses. They are a key competency for nursing practitioners, researchers, and educators. This is because coaching and mentoring help nurses engage in relationships and conversations directed at promoting career commitment and professional development. Nurses are coached and mentored to advance their career practice and opportunities (Hamric, Spross & Hanson, 2009). In addition, coaching and mentoring will help me, as a nurse increase satisfaction and enjoyment with my current roles.
A learning contract is a common activity in coaching. It involves negotiating learning between the nurse and the coach. In any contract, the coach and the nurse must sign a written learning agreement enabling the nurse to participate in many decisions about components of learning and objectives. Thus, it is often a coaching activity where the coach and the nurse (student) agree of objectives and the nurse's responsibility in attainment…
Grossman, S. (2013). Mentoring in nursing: A dynamic and collaborative process. New York, NY: Springer Pub. Co.
Hamric, A.B., Spross, J.A., & Hanson, C.M. (2009). Advanced practice nursing: an integrative approach (4 ed.). Maidenhead: Open University Press.
Digital vs. Film Cameras:
Capturing memories is an important task for many people. Whether it's holidays, special occasions, or just pictures of a random slice of life, recording these precious moments for all time is common in many households. As technology has advanced, new options for taking photos has entered the marketplace, in just the last twenty years -- digital cameras. There are a variety of reasons why digital cameras are far superior to their film predecessors including: convenience, cost, and storage.
Digital cameras are far more convenient and offer more flexibility than film cameras. With digital cameras, the user can immediately see the images they just captured on the screen. This preview image can not only be shown to others, but the photographer can decide if they captured the image they wanted and retake the photo if necessary. In contrast, using a film camera not only means the photographer…
The rate of corruption in Japan is relatively low, at the same level as that of the United States (Japan Today, 2008). Given the popularity of luxury goods in Japan, there is a disincentive for politicians to treat luxury goods in a way that would make them more expensive or less accessible.
There is some degree of economic risk. hile the luxury goods market in Japan has thrived throughout much of that nation's prolonged economic slowdown, recent declines in the Japanese luxury goods market indicate that the sector's historic robustness may be under threat (Kirby, 2009; Degen, 2010). The outlook for the Japanese economy remains relatively poor for the coming years. ith a low interest rate of 0.1%, there is little room for monetary expansion, so it may be years before Japan's economy picks up significantly with strong external purchases of Japanese goods (Ujikane & Otsuma, 2010). This could have…
Prasso, S. & Brady, D. (2003). Can the high end hold its own? Business Week. Retrieved November 2, 2010 from http://www.businessweek.com/magazine/content/03_26/b3839107_mz033.htm
CIA World Factbook: Japan. (2010). Retrieved November 2, 2010 from https://www.cia.gov/library/publications/the-world-factbook/geos/ja.html
Japan Today. (2008). Japan ranked 18th in int'l survey on gov't corruption. Japan Today. Retrieved November 2, 2010 from http://www.japantoday.com/category/crime/view/japan-ranked-18th-in-international-survey-on-govt-corruption
JETRO. (2010). Japan is the world's most concentrated source of revenue for luxury brands. Japan External Trade Organization. Retrieved November 2, 2010 from http://www.jetro.org/content/361
Both of these ideas may have caused some type of argument and disagreement had the teacher been permitted to engage in that manner at the time of that review. However, because the process was established whereby she could not debate them, the teacher seemed to really consider what the others had to say about her ideas. Unfortunately, the video did not show the classroom outcomes of the discussions (See generally, A community of learners, 1998).
While students and teachers at Souhegan High School all seemed enthusiastic about its approach to professional development, the video failed to provide any statistics that would empirically support that the program is beneficial. Therefore, any thoughts on why the program is beneficial must be based on conjecture and what the other research reveals about the mentoring process. The program appeared to have several benefits. First, the peer review of a teacher allowed the teacher to…
Annenberg Media. (1998). A community of learners. Retrieved August 5, 2010, from Learner.org website: http://www.learner.org/vod/vod_window.html?pid=1284
Holloway, J. (2001, May). The benefits of mentoring. Educational Leadership, 58(8).
Retrieved from the Association for Supervision and Curriculum Development.
In the first scenario, the preceptor should be warned that their actions will not be tolerated in the future. This will occur by providing them with a written statement notifying them of the problem and asking them to correct it. If nothing changes, they should be removed from their position and immediately be replaced by someone who can more effectively set a better example for everyone to follow. This will hold them to higher standard of accountability and let them know that this kind of behavior is unacceptable. (Myrick, 2005) (Young, 2007)
Create a plan for addressing the preceptor's specific educational needs in the second scenario.
A possible strategy for dealing with the preceptor's educational needs (in the second scenario) is to offer them with some kind of tuition assistance and scheduling that is flexible. Under this plan, they will be able to attend school at time that is convenient…
Handbook for Preceptors and Students. (2011). Mercer Country Community College. Retrieved from: http://www.mccc.edu/~martinl/documents/PRECEPTOR-STUDENTHANDBOOK.pdf
Preceptor Handbook. (2011). California State University. Retrieved from: http://nursing.csusb.edu/student_information/Preceptor%20handbook%2010_11.pdf
Preceptor Manual. (2010). Western Wyoming Community College. Retrieved from: http://www.wwcc.wy.edu/academics/nursing/preceptors/wwcc_preceptor_manual.pdf
Flynn, J. (2006). The Role of the Preceptor. New York, NY: Springer.
For example, an employee should be categorized on his or her ability to move up the corporate ladder, and the timing of such a move. If Coach wishes to enter India in 2011, then, the company would know which among the firm's managers is able to move into one of the new roles today, and which might be able to move into such roles in the future.
The second policy implication of the integrated approach to strategic human resources management is the locus of control (Bratton, n.d.). This is the control-based component of the strategy. The locus of workplace control at Coach focuses on outcomes and the primary means of employee acquisition are internal, so the policy prescription is focused on a commitment HR strategy. This strategy emphasizes training as a means to increase employees' competencies and outcome control (Ibid). The high consistency of service standards implies that the paternalistic…
Bratton, J. (no date). Strategic human resource management. Palgrave. Retrieved October 28, 2010 from http://www.palgrave.com/business/brattonandgold/docs/bgcha02.pdf
Business Standard. (2010). KIT: The luxury products market in India. Business Standard. Retrieved October 28, 2010 from http://www.business-standard.com/india/news/kitluxury-products-market-in-india/387902/
CIA World Factbook. (2010). India. Central Intelligence Agency. Retrieved October 28, 2010 from https://www.cia.gov/library/publications/the-world-factbook/geos/in.html
Coach.com website, various pages. (2010). Retrieved October 28, 2010 from http://www.coach.com
hile this class of Russians was known for its fascination with luxury brands, there is evidence that Russia's newer wealthy class are shifting their tastes to more independent looks (Groskop, 2008).
The target market therefore is going to be part of the older demographic, for whom luxury brands are directly equated with status and style. In Russia, these will tend to be females in millionaire families, aged 35 and up. These buyers will tend to live in either Moscow or St. Petersburg, where almost all of Russia's wealth is held. They are worldly, and are often familiar with luxury brands from their travels. These Russians are well-traveled and consider themselves among Europe's elite. They are usually educated, but most of the women do not work. Shopping is a pastime, and they will invariably have purchased luxury brands before, if not Coach specifically.
The typical financial picture of a…
Coach 2009 Form 10-K. Retrieved December 5, 2010 from http://phx.corporate-ir.net/External.File?item=UGFyZW50SUQ9MzY0MzU4fENoaWxkSUQ9MzU4NjcyfFR5cGU9MQ==&t=1
Groskop, V. (2008). How Russia's new super rich are buying cool. The Guardian. Retrieved December 5, 2010 from http://www.guardian.co.uk/lifeandstyle/2008/jan/13/fashion.features4
No author. (2006). Luxury goods firms are profiting from Russia's wealth. International Herald Tribune / New York Times. Retrieved December 5, 2010 from http://www.nytimes.com/2006/12/15/business/worldbusiness/15iht-luxury.3917590.html
Time. (2007). Russia: More than just millionaires. Time Magazine. Retrieved December 5, 2010 from http://www.time.com/time/magazine/article/0,9171,1664380,00.html
In many cases, these academic areas are challenging for the students, but Coach Carter teaches him to persevere in spite of these challenges in pursuit of a greater goal.
The most important lesson this film teaches is that the decisions we make today will have lasting consequences. Unlike the previously mentioned lessons, this one is not solely taught by Coach Carter; instead, it is a lesson they learn on the streets that is reinforced by Coach Carter. For Kenyon, this lesson comes in the form of an unplanned pregnancy. Throughout his struggle to handle the possibility of impending fatherhood, Kenyon (and, by proxy, the audience) is reminded that engaging in unsafe sex can, and often does, have very serious consequences. Choosing to indulge in a few moments of pleasure without taking the necessary precautions can derail a life in an instant. Kenyon and his girlfriend are faced with the possibility…
Coaching Divorce Couples
One of the most fundamental issues in America today is divorce. With exponentially rising divorce statistics this culture has become known as the culture of divorce. (iley, 1991) With these changes in the social fiber of our culture come many problems and concerns for individuals, both the children of divorced couples and the individual partners themselves, as well as their extended families. Divorce is an often avoided subject of research simply because so many people are afraid of the changes that divorce has had and will continue to have on the fiber of our society.
The challenge is then to develop useful and structured plans for easing divorce's impact upon the individuals who comprise that society. Divorce can not be avoided, as either a social concept in need of expert research or as a real social phenomena that is the end of nearly half of all marriages.…
The Coalition for Collaborative Divorce. (2001) "Divorce Coaches Help Couples
Through Emotional Process: June 28, 2001." retrieved January 1, 2004 at http://www.nocourtdivorce.com/news_text.phtml?pressID=30 .
Collins V.F. & Wall G. (2004) "Keeping Legal Fees Down." Retrieved at http://www.lectlaw.com/files/fam09.htm .
DivorceInfo.com, (2003) "Coaching In Divorce." Retrieved January 1, 2004 at http://www.divorceinfo.com/coaching.htm .
The ends may justify the means, so long as no one along the way gets hurt. If anyone does get hurt then the ends do not justify the means, which is why Coach Knight was eventually forced off the Indiana University team. Winning is important but not at the expense of human health; a loss of pride or hurt feelings is different from a loss of a limb or a severe injury that might be caused by a leaders like Coach Knight losing his temper.
4. If your child was on Coach Knight's team, what tips would you give him?
I would tell my child to respect Coach Knight's tactics. I would remind my son or daughter that the Coach had his best interests in mind; that the Coach valued winning and because of that he expected to win every game. Moreover, I would tell the child that Coach Knight's…
Coach, Inc. Stock Analysis
Coach, Inc. -- Stock Pick
Coach, Inc. (NYSE:COH) is a solid, long-term investment. The company produces high-end, luxury fashion and lifestyle accessories such as handbags, sunglasses, scarves, jewelry, shoes and other items. The brand is especially popular in the United States and Japan. Coach has a unique competitive advantage due to its 70-year legacy, name recognition, loyal customer base, and international appeal. The product line always emphasizes high end leathers, product detailing and finishes at affordable price points. Handbags are the company's flagship offering. Competitors include Kenneth Cole, Louis Vuitton, Dooney and Burke, Gucci, Fendi, and Prada. Each company carries handbags that offer comparable quality, but at prices well over $1,000. Coach targets an equally affluent and brand conscious demographic; however, the company is best known for "affordable luxury" with price points beginning at $300. This pricing strategy has proven to be a competitive advantage, particularly…
(2012, October 24). Stocks in the News. Wall Street Journal - Eastern Edition. p. C4.
Avoiding charges of harassment and even the appearance of discrimination is a cornerstone of most workplaces' diversity policy. But promoting tolerance is not always easy. Quite often, there is a great gap between one person's perception of something as a joke, and another person's perception of the phrase as harassment, if they come from different cultures. Furthermore, different cultures have different standards as to what constitutes genuine harassment. A company with branches in France and Italy may be unpleasantly surprised when an international work team suddenly finds itself riddled with complaints from female, American employees, regarding the behavior of their male European colleagues, who see nothing wrong with what perceive as harmless flirting. A conservative Christian employee may feel threatened when a fellow worker brings his male partner to a company outing.
Keeping channels of communication open can at least allow misunderstandings to be discussed. This hopefully results in tensions…
Beer, Jennifer. (2002). High and low context. Culture at Work. Retrieved October 12, 2009 at http://www.culture-at-work.com/highlow.html
Facts about sexual harassment. (2002, June 27). Equal Opportunity Commission (EEOC).
Retrieved October 12, 2009 at http://www.eeoc.gov/facts/fs-sex.html
Leading a diverse workforce. (2009). The Department of Transportation (DOT).
It calls for leaders to shift employees from one level to another (McDowall & Palmer, 2010, p.82).
Value of situational leadership: During the on-board process while people become more familiar with the environment, it would be important if leaders used their leadership skills in communicating with people within their working environment. This is important because they can understand each member in terms of competency during the team building process. This helps the team leaders in assigning roles and delegating duties in order to achieve the objectives of the organization (Bate & Hargreaves, 2010, p.18). For professionals working inside the organization, the oversight gives an overview of the reasons for working with the newly enrolled or the promoted: it increases productivity and retains the success of the organization. When an organization has invested in their leader, coaching is the best they can do to support the investment. This will help the…
Bate, R. & Hargreaves, a. (2010). Skills and Strategies for Coaching Soccer. Boca Raton:
Human Kinetics 1
DeSimone, R. & Werner, J. (2011). Human Resource Development. New York: Cengage
coach, lying with my head on pillow; back down with a book up in the air when I heard the clock ding six times alerting me to the hour. I had been reading for several hours straight and my eyes grew heavy. The sun was setting quickly and with each passing moment the light found a new path through the window blinds. The article I was reading was written by Zhu Ziqing, who became popular in the twentieth century. The article was apparently written as Ziqing was approaching the mid-point in his life and he was reflecting on his earlier years. He was contemplating the style of parenting that he used with his children when they were younger. Ziqing was raised by parents in an authoritarian manner which was typical of his culture and he automatically, without forethought, chose the same style to use with his children.
Finally the light…
Human resource analysts and statisticians should be more involved in this process, and should be developing human resource policies to help manage the situation. They should be able to show what the situation is costing the department in training and recruiting costs, the labor cost of training new personnel, and the overall costs to the department's effectiveness.
Human resources must convince upper management there is a problem, as well. Upper management and the CEO does not seem to have any kind of support or involvement in the success of their managers and that is a serious lack of support and encouragement. Jared is surprised that he is so well thought of by management, and that is a big problem. It could lead to losing him, but that means that not all the managers have the support and encouragement of the CEO and others, and that could lead to widespread employee…
Kesner, I., Browning, P., Morgan, F., Saint Onge, H., and King, C.H. (2002). The coach who got poached. Harvard Business Review; Vol. 80 Issue 3, p. 31-40.
Ryssdal, K. (2008). Companies poach their rivals' best. Retrieved from the American Public Media Web site: http://marketplace.publicradio.org/display/web/2008/10/28/job_poaching/10 Nov. 2008.
The process of life coaching is becoming an approach which is utilized to help those with a variety of health conditions to overcome their challenges. This is designed to assist the person in discovering what is important to them, develop a plan, eliminate obstacles, partner for success and celebrate important milestones. These areas are teaching them how to adjust their diet and lifestyle choices to reflect healthy alternatives. To fully understand what is occurring requires focusing on three different conditions. Together, these elements will underscore the life coach's role and how they assist patients over the long-term. (Martin, 2001)
Life Coaching and Three Conditions
The three conditions which will be examined include: diabetes, chronic headaches and depression. These areas will influence the types of techniques that are utilized and the effects they are having on patients. This is when specific practices will determine the strategy and the rates…
Depression. (2006). ACADGI. Retrieved from: http://acadgi.com/researchstudies/page45/page47/page47.html
Diabetes. (2006). ACADGI. Retrieved from: http://acadgi.com/researchstudies/medicalconditions/diabetes/index.html
Headaches. (2006). ACADGI. Retrieved from: http://acadgi.com/researchstudies/page37/page42/page42.html
Statistics about Diabetes. (2013). Diabetes.org. Retrieved from: http://www.diabetes.org/diabetes-basics/statistics/
Every coach would like to be a successful coach and that is the main target of each coach as they go about their coaching business each day. They all want to be a coach who wins, one who relates well with the athletes, one who motivates the players, one who knows how to recruit successfully, one with good financial support, with a strong work ethics, one who has the right equipment and most of all good knowledge of the sport.
Aspects of formulating coaching philosophy
The coach will have to take into account three main aspects or guiding principles when formulating the coaching philosophy that will enable him to operate successfully over a long period of time.
Self-awareness; this simply implies knowing self and can be achieved through getting the feedback from peers, sufficiently understanding the real self, the ideal self and the public self and how these…
Gels J., (2014). Basketball Coaching Philosophy. Retrieved September 10, 2014 from http://www.coachesclipboard.net/BasketballCoachingPhilosophy.html
Human Kinetics, (2014). 8 core principles in developing a coaching philosophy. Retrieved September 10, 2014 from http://www.humankinetics.com/excerpts/excerpts/8-core-principles-in-developing-a-coaching-philosophy
Coaching vs. playing: What is the difference?
One of the paradoxes of coaching is that many great players have gone on to become mediocre or ineffectual coaches while many mediocre or ineffectual players of the game went on to become great coaches. Coaching requires different skills than playing. Of course, the coach like the player must understand the mechanics of the sport and have an understanding of physical conditioning and mental preparation for competition. However, a player generally only has to worry about what 'works for him' -- for his body, his position, and his current place on the team. A coach, in contrast, must have a 'macro' understanding of the entire team and the constellation of personalities that make up the unit. A coach must also be a psychologist and have good interpersonal skills as well as have knowledge of tactics and strategy. What works to motivate one player…
Farmer, S. (2013). Coaching in college and coaching in the NFL is the same, only way different.
LA Times. Retrieved from: http://articles.latimes.com/2013/dec/10/sports/la-sp-college-nfl-coaches-20131211
Holmes, B. (2013). Brad Stevens was drawn back to basketball. The Boston Globe.
The concepts of powerful questioning discussed in Chapter 7 are directly applicable to creating, strengthening and growing a group of young women who are biomedical and electrical engineers who need to become more assertive and confident in the workplace. Using the techniques of powerful questioning the coaching activities center on getting each member of the group to explain their journey to become an engineer, which reinforces their core strengths and helps them see values in themselves. Strong coaching programs contribute to organizational cultures that are agile in responding to changing employee needs yet stable enough to provide ongoing support to program participants (Wilson, 2011). Powerful questioning leads to greater disclosure between group members driving up trust and collaboration in the process (Cockerham, 2011).
Use Of Powerful Questioning
Many of the most brilliant young women graduating from top colleges and universities lack the assertiveness and self-confidence to fully…
Cockerham, G. (2011). Group coaching: A comprehensive blueprint. Bloomington, IN: IUniverse.
Lloyd, B. (2005). Coaching, culture and leadership. Team Performance Management, 11(3), 133-138.
Wilson, C. (2011). Developing a coaching culture. Industrial and Commercial Training, 43(7), 407-414.
Further, it can also be noted that initially, I took coaching to be a critical undertaking in the development of skills as well as talents of leaders and executives. This is a view which has also been reinforced by my recent readings of the relevant texts. Just like I believed in the past, executive/organizational coaching enables executives to respond to various pressures in addition to meeting a wide range of organizational goals in an increasingly dynamic working environment. Hence in a way, one of the main purposes of coaching remains the development of skills and other competencies. This is a view I held in the past and which has further been enhanced or reinforced today.
However, it is important to note that I had a somewhat limited view of the purpose of an executive/organizational coach in so far as nurturing skills and talents of leaders is concerned. In this case,…
Flaherty, J. (2010). Coaching: Evoking Excellence in Others, 3rd Edition. Burlington: Routledge
Goldsmith, M. & Lyons, L. (2006). Coaching for Leadership: The Practice of Leadership Coaching from the World's Greatest Coaches, 2nd Edition. San Francisco: John Wiley & Sons.
Hudson, F.M. (1999). The Handbook of Coaching: A Comprehensive Resource Guide for Managers, Executives, Consultants, and Human Resource Professionals. San Francisco: Jossey-Bass Publishers.
Peltier, B. (2010). The Psychology of Executive Coaching, 2nd Edition. New York: Taylor and Francis.
Further, failure to understand the client's specific circumstances could end up frustrating the coaching process thus bringing about negative coaching outcomes. Closely related to this is the underestimation or overestimation of the problems or abilities of the client. The application of poor coaching techniques is yet another factor which could bring about negative coaching outcomes. Poor application of coaching techniques has got to do with poor methods selection as well as implementation, inaccurate assessment etc.
Other factors which could frustrate the realization of positive coaching outcomes include but are not limited to failure by the organization to allocate sufficient resources needed to sustain the coaching program, lack of support from top management as well as an organization culture indifferent to coaching.
Based on the discussion above, it can be noted that the relevance of the various key competencies required for coaching cannot be overstated. Indeed, it is these competencies…
Flaherty, J. (2010). Coaching: Evoking Excellence in Others (3rd ed.). Burlington, MA: Routledge
Goldsmith, M. & Lyons, L. (2006). Coaching for Leadership: The Practice of Leadership Coaching from the World's Greatest Coaches (2nd ed.). San Francisco: John Wiley & Sons.
Hudson, F.M. (1999). The Handbook of Coaching: A Comprehensive Resource Guide for Managers, Executives, Consultants, and Human Resource Professionals. San Francisco: Jossey-Bass Publishers.
Peltier, B. (2009). The Psychology of Executive Coaching (2nd ed.). New York, NY: Taylor & Francis.
For Ann to succeed as a leader in her department and proceed in her ascend to more demanding roles within the hospital, there is an existing need for her to understand herself and how her peers view her. In so doing, she will be better placed to get their support by modifying her behavior.
Yet another leadership complexity for Ann has to do with her visibility given her senior position as the head of the Nutrition and Dietetics Department. Traditionally, being promoted to head a department within the hospital has been seen as some sort of grooming for a bigger management role. In that regard, Ann needs to clearly distinguish between goals that could derail her and those that could pave her way to success. Further, it can also be noted that if indeed she is promoted to a more senior and demanding role, Ann would be required to develop…
Although the coach may not work out with the client every session, he or she may be called upon to demonstrate many of the moves and to assist the client, depending on the nature of the session and the client's needs. For some coaches, the 'best' part of work -- the involvement with people committed to fitness -- may also be the worst part, because their schedules may make it difficult to find time to work out alone. Even then, the coach may be so exhausted from helping others he does not have the motivation to condition himself. But this is vital, so the coach can assist clients in an injury-free fashion.
A typical 'day in the life' of a sports and conditioning coach will vary depending upon the coach's practice setting. A private trainer might get up at 5:30am to go to the house of a busy executive he…
Kinesiology. (2011). University of Michigan. Retrieved November 16, 2011 at http://www.umich.edu/units_kines.php
Sports management. (2011). Syracuse University. Retrieved November 16, 2011 at http://falk.syr.edu/SportManagement/Default.aspx
Waehner, Paige. (2011). How to become a personal trainer. Retrieved November 16, 2011 at http://exercise.about.com/cs/forprofessionals/a/personaltrainer_2.htm
Executive Coaching Via Consulting Psychology
The objective of this study is to provide a brief review of executive coaching via consulting psychology. Toward this end a review of relevant literature and case studies are examined and reported on.
Jowett, et al. (2012)
The work of Jowett, Kostas, and Passmore (2012) relates that executive coaching is utilized by organizations as an intervention that serves to increase the opportunity of managers in skills development, knowledge promotion, and the opportunity to reflect and bring about improvement in their performance. A requirement for executive coaching success is a working relationship that is of an effective nature. The study conducted by Jowett, Kostas, and Passmore (2012) had the objective of examining the coaching relationship that was formed among "five coachee dyads" through use of the 3+1Cs relationship model. The 3+1Cs relationship model is such that the 3+1Cs were represented by: (1) closeness; (2) commitment; (3)…
De Haan, E.; Duckworth, A.; Birch, D.; and Jones, C. (2013) Executive coaching outcome research: The contribution of common factors such as relationship, personality match, and self-efficacy. Consulting Psychology Journal: Practice and Research65.1 (Mar 2013): 40-57.
Gregory, JB; Beck, JW; and Carr, AE. (2011) Goals, feedback, and self-regulation: Control theory as a natural framework for executive coaching. Consulting Psychology Journal: Practice and Research63.1 (Mar 2011): 26-38.
Jowett, Sophia, Kanakoglou, Kostas, and Passmore, Jonathan (2012) The application of the 3+1Cs relationship model in executive coaching. Consulting Psychology Journal: Practice and Research64.3 (Sep 2012): 183-197.
Killburg, RR and Donohue MD (2011) Toward a "grand unifying theory" of leadership: Implications for consulting psychology. Consulting Psychology Journal: Practice and Research63.1 (Mar 2011): 6-25.
Autonomy-Supportive coaching style is more effective for female than male athletes in team sports.
Gender is a concept which connects directly to the sense of how receptive or non-receptive humans are likely to be regarding all forms of coaching. Gender is one manifestation of the notion of how prosocial or anti-social human beings are likely to be. Some experts have argued that human beings are naturally inclined to be prosocial animals when given the proper nurturing -- such as a namely this type of support mechanism: when this type of support is lacking, it is more than likely that one will substitute it by pursuing extrinsic goals such as fame, ego enhancement or other extrinsic rewards. Such rewards are not something which help to reinforce prosocial behavior (Hodge & Lonsdale, 2011).
Thus, given this research the question becomes whether or not female athletes are more prosocial than male…
Bartholomew, K., Ntoumanis, N., & Thogersen-Ntoumani, C. (2010). The Controlling Interpersonal Style in a Coaching Context. Journal of Sport & Exercise Psychology, 193-216.
Hodge, K., & Lonsdale, C. (2011). Prosocial and Antisocial Behavior in Sport. Journal of Sport and Exercise Psychology, 527-547.
Khaef, M., & Noorbakhsh, M. (2013). Relationship between Perceived Autonomy - Supportive Behaviors of Coaches . Journal of Basic and Applied Research, 229-234.
Mallett, C. (2011). Understanding motivation to enhance the quality of coaching. Retrieved from www.ausport.gov.au: http://www.ausport.gov.au/sportscoachmag/psychology2/understanding_motivation_to_enhance_the_quality_of_coaching
Clinical Supervision and its Strengths and eaknesses
Annie Pettifer and colleague Lynn Clouder explain in the peer-reviewed journal Learning in Health and Social Care that clinical supervision is commonly used in professional contexts as a way to "guide reflection with the purpose of advancing practice" (Pettifer, 2008, 169). Clinical supervision "…enables critical practice and development of personal knowledge, professional expertise and competence" (Pettifer, 169).
Pettifer mentions that there is no hard and fast rule as to how the clinical supervision model should be presented. There are many interpretations, the author explains, and there is "conceptual ambiguity" as well; but the ambiguity can be explained because there can be no single model that meets all the professional needs of principals. But that said, there is a basic definition of clinical supervision that is presented by the authors:
"…[clinical supervision] is a formal process of support and learning which enables individual practitioners…
Gibble, J.L., and Lawrence, J.D. (1987). Peer Coaching for Principals. Educational Leadership.
Huston, T., and Weaver, C.L. (2008). Peer Coaching: Professional Development for Experienced Faculty. Innovations in Higher Education, Vol. 33, 5-20.
Pettifer, A., and Clouder, L. (2008). Clinical supervision: a means of promoting reciprocity between practitioners and academics. Learning in Health and Social Care, 7(3), 168-177.
Pfeifer, D. (2011). Transforming Staff through Clinical Supervision. Reclaiming Journal,
Counseling and Coaching
Coaching: Case Study
Key Differences Between Coaching and Counseling
In considering the case of Antti Kytolandd it is critical to differentiate his possible mental health needs from those that are strictly work performance issues. As we consider the differences between formal psychological counseling and employment coaching models it is obvious that there are key differences in the approaches and the most useful and correct approach can often be determined by the client's specific needs (Egan, 1998). To that end it's critical to first consider Antti's overall mental health and stability prior to making key decisions regarding how to counsel or coach him.
The main differences between counseling and coaching lie in the fact that coaching clients are primarily well functioning individuals seeking ways in which to actively participate in the improvement of personal or employment issues. In a psychological counseling model clients may have an underlying mental…
Egan, G. (1998) The Skilled Helper: A problem Management and Opportunity Development Approach. Thomson Learning.
Glassman, W., Hadad, M. (2009) Approaches To Psychology. Open University Press
Kidd, J.M. (1996). The Career Counseling Interview. In A.G. Watts, B. Law, J. Killeen, J.M. Kidd & R. Hawthorn, Rethinking Careers Education and Guidance: Theory, Policy and Practice. London:
McLeod, J. (2003). An Introduction to Counselling. Open University Press.
movie "Coach Carter," 2005.I choose character, event, idea effects. ork Cited. Coach Carter is an extremely inspiration film about a real life high school basketball coach who unabashedly values education over winning. This coach, Ken Carter, places his priorities in a highly unpopular way in the surrounding community of the Richmond High School Oilers -- most community members believe that success on the basketball court and a career in the National Basketball Association are the only chances for success for these young men. This central conflict is played out throughout this film based on an event which causes a number of highly influential effects. The primary cause of most of the dram in the film is Carter's decision to have the players sign a contract in which they must maintain a 2.3 grade point average in order to play on the team. The crucial effects of this event include the…
Coach Carter. Dir: Thomas Carter. Carter. Perf: Samuel L. Jackson, Rick Gonzales, Ashanti. 2005. Film
Each level influences and is influenced by those around it." (Costa, Kahaneo, Lipton, et al., 2001, p. 2).
Once the teacher understands how their performance and their teaching ability relate to the outcomes of the school as a whole, they will be able to understand the need for peer observation and coaching. They desire better outcomes for the school, but they are not accustomed to the openness of the peer coaching model, as we will see.
Barriers to Success
Through the course of this literature review, several key barriers to the success of peer coaching programs were discovered, Many of the problems related to logistical problems that could be easily solved through time management or creative scheduling. However, some of barriers to success related to the attitudes of the teachers themselves. This barriers will prove much more difficult to resolve.
One of the key barriers to professional development programs is…
Bird, T. & Little, J. (1983). An Interim Report of the Application of Research on Faculty Relations to the Implementation of Two School Improvement Experiments. Center for Action Research. ERIC ID 238141: 2-25.
Browne, L. (2006). Proposing a proximal principle between peer coaching and staff development as a driver for transformation. International Journal of Evidence-Based Coaching and Mentoring. 4 (1): 31-44.
Bruce, C. & Ross, J. (2008). A Model for Increasing Reform Implementation and Teacher Efficacy: Teacher Peer Coaching in Grades 3 and 6 Mathematics. Canadian Journal of Education. 31 (2): 346-370.
Costa, a., Kalaneo, D, Lipton, H., Lipton, L., & Yorktown, D. (2001). Holonomy: Paradox and Promise. Cognitive Coaching. Retrieved July 31, 2008 at http://www.cognitivecoaching.com/pdf/article4.pdf.
Again, it is not simply good enough to have a policy that addresses the need for a broad, systematic outline of changes to the telecommunications network, such as is the case with Coach, Inc. But rather, it is imperative this policy address both the broad policy issues (strategies) and the daily integrations of this new policies within various aspects of the organization (tactical)(MILLE 2003).
The third component of this methodology will focus on the training aspect of integrating a newly designed telecommunication strategy within the whole of the organization. Specifically, this section's theme will revolve around the central question of "Is the user manual easy to understand and does the user manual include a brief description of the application or system and input instructions?"(COMPTOLE'S HANDBOOK, 2005) This section is the most critical of the investigative inquiry given the premise that if a policy satisfies the need for both broad and…
Allison, J (2000). Telecommunications Deregulation. Westport: Quorum
Combes, P. (2010). Modeling and verification of a telecommunication application using live sequence charts and the Play-Engine tool. Software Systems and Modeling. Spring (1), 2-18.
Comptroller of the Currency Administrator of National Banks. (2005). Management Information Systems. Management. Winter (1), 2-25.
IBM. (2010). Better Results with Business Analytic Software. Available: http://public.dhe.ibm.com/software/data/sw-library/cognos/pdfs/whitepapers/wp_better_business_outcomes_with_business_analytics.pdf . Last accessed 21 Nov 2010.
Again, this is a feature which I found differed significantly in my own experiences. Herein, our coach was frequently moved to considerable frustration and anger by individual losses and would even subject the team to lengthy critical tirades where specific players were singled out for mistakes. These post-game diatribes were often framed by the assessment that our poor performances on any given day might cause a whole's season's work to slip away. This assessment denotes a coach who defined his goals strictly based on tangible success as opposed to such markers as player improvements.
Process v. Results:
The distinction noted above speaks to another difference between successful and effective coaching, with the latter tending to emphasize process and the former, results. This means that successful coaching will gauge its satisfaction based on such results as victories, winning records and late round victories. Effective coaching, by contrast, will gauge this same…
AAP. (2012). Essendon's James Hird plays down Kevin Sheedy showdown. The Australian.
Ashton-Lawson, H. (2010). James Hird's Words to Motivate Bombers: Jobe Watson. Herald Sun.
Clark, J. (2012). Essendon coach James Hird backs mid-year draft. Herald Sun.
Estrop, C.V. (2012). Essendon Coach James Hird Welcomes Test Against Sydney Swans. Couriermail.com.
Systemic Psychodynamic Coaching in the Workplace:
Workplace coaching is a term that refers to the process of equipping people in the working environment with necessary tools, opportunities, and knowledge for total development in order to enhance their effectiveness from an individual, organizational, and work perspective. Workplace coaching has emerged as a major concept in modern organizations since leaders, researchers, and organizations have identified it as a crucial competency in leadership and management (Cacioppe, n.d.). The increase in this practice has also been attributed to the fact that employees continue to request for coaching. As an important competency in leadership and management, workplace coaching has assumed different perspectives and approaches because of the existence of various coaching models such as Systemic Psychodynamic Coaching model.
The Concept of Workplace Coaching:
As previously mentioned, the concept of workplace coaching can be defined as the knowledge, skills, and processes through which people engage themselves…
Azmatullah, S. (2013). The coach's mind manual: enhancing coaching practice with neuroscience, psychology and mindfulness. New York, NY: Routledge
Beck, U.C. (2011). Psychodynamic coaching: focus and depth. Great Britain: The Studio
Publishing Services Ltd.
Cacioppe, R. (n.d.). Why Workplace Coaching and Why Now? Retrieved May 19, 2014, from http://www.integral.org.au/why-coaching-in-the-workplace-and-why-now
Experienced as Internal Coach in Place of Work
The objective of this study is to reflect on the challenges experienced as an internal coach within the place of work and specifically on the challenges of managing the boundaries between the writers as an internal coach, the coachee and the coach's line manager.
Coaching and mentoring are described as relationships that help people: (1) take charge of their own development; (2) release their potential; and achieve results which they value. (McGraw and Hill, nd, p. 8) Stated as nine key principles for internal coaching are the following: (1) the LEARNING relationship is at the heart of change; (2) the CLIENT sets the agenda and is resourceful; (3) the COACH OR MENTOR facilitates learning and development; (4) the CONTEXT is work; (5) the OUTCOME is change and action; (6) the APPROACH OR MODEL provides movement and direction; (7) the SKILLS…
What is effective coaching and mentoring at work? (nd) McGraw Hill. Retrieved from: https://www.mcgraw-hill.co.uk/openup/chapters/9780335243853.pdf
Change Agenda (nd) CIPD. Retrieved from: http://www.cipd.co.uk/NR/rdonlyres/5EBC80A0-1279-4301-BFAD-37400BAA4DB4/0/coachsuperv.pdf
Supporting staff working with people who challenge services: Guidance for Employers (2013) Skillsforcare.com. Feb. 2013. Retrieved from: http://www.skillsforcare.com/Document-library/Skills/People-whose-behaviour-challenges/Supporting-staff-working-with-challenging-behaviour-(Guide-for-employers) vfw-(June-2013).pdf
Coaching: A Global Study of Successful Practices (2008-2010) American Management Association. Retrieved from: http://www.opm.gov/WIKI/uploads/docs/Wiki/OPM/training/i4cp-coaching.pdf
Not unlike the wold of business, many eseaches and pundits have evaluated and looked at the wold of spots as a way to analyze whethe and how cetain coaching styles ae beneficial o non-beneficial in tems of the pefomance and outcomes of the team in question. Of couse, the question is a multi-faceted one and analyzing such a question in a contolled envionment can be difficult. Samples sizes and "apples to apples" compaisons can be difficult. Even so, thee ae many takeaways and points of analysis that can and should be undetaken so as to gauge the efficacy of a team if it is subjected to the suppotive-autonomy coaching ac as opposed to othe methods.
The subject of this epot is an analysis of whethe autonomy-suppotive coaching is o is not beneficial and effective in boosting pefomance of the athletes subjected to the method.…
references for male and female coaches. Women in Sport and Activity Journal,
Hodge, K., & Lonsdale, C. (2011). Pro-social and antisocial behavior in sport: The role of coaching style, autonomous vs. controlled motivation, and moral disengagement. Journal of Sport and Exercise Psychology, 33(4), 527
Klomsten, A.T., Skaalvik, E.M., and Espnes, G.A. (2004). Physical self-concept and sports: Do gender differences still exist?. Kluwer Academic Publishers-Plenum
Publishers, 50(1-2), 119-127
The readings of this week in relation to the previous assignment have offered the insights on improving my group-coaching program significantly. Working with the women in the life insurance sales and financial planning requires significant knowledge and experience related to providing services meeting their varied needs. The reading has provided further information on the ways in which the foundation for the group coaching can be started under minimal costs. For instance, it has shown me that the success of the coaching program depends on the use of multiple marketing strategies such as the online and physical marketing approaches. In addition, the reading has shown that I should have adequate skills for facilitating the learning of women under coaching. As such, it is important that I participate in activities that will contribute to building of my personal and professional abilities as a group coach. Similarly, interacting with other group…
Chapter 2. Focus from Passion and Vision. Source attached.
S. market for counterfeit goods and if Coach and other companies are taking advantage of law. It is foolish according to the attorney of Kim for Coach to threaten its customers with $2 million lawsuits and before antagonizing customers the company must do a minimal investigation and it is not known how many customers got scared and paid off Coach. Kim, had worked for the Coach in 2004, filed suit saying among other major charges that the company wanted to suppress online sale of used items to pay high prices to the company for a Coach handbag. There is a problem for all companies which grapple with counterfeiting and it is often seen on Craigslist and eBay. Along with Kim one more eBay seller, James Caffarella of Littleton, Mass was also sued when he tried to sell legitimate silver golf-ball Tiffany key chain using a stock photograph. He too received…
Coach.com. (2011a) "Company Profile" Retrieved 21 February 2011 from http://www.coach.com /online/handbags/genWCM-10551-10051-en-/Coach_US/CompanyInformation/InvestorRelations/CompanyProfile' target='_blank' REL='NOFOLLOW'>
It is these elements that give the client confidence to take action based on the ideas sourced during coaching exercise. As Goldsmith and Lyons (2006, p. 146) note, "transfer of knowledge flows from relationships of trust." However, trust cannot be established without first forming a meaningful relationship with the client. Therefore, coaches should see relationships as a foundation for them to effectively share ideas and information and in the process impact on the behavior of others.
Further, it can also be noted that nurturing relationships could be critical for follow-up purposes where necessary. In this case, relationships aid communication and hence the coach can easily make a follow-up of the progress made so as to suggest corrective measures in case actual results deviate from the desired outcomes. Thus follow up is necessary for feedback purposes. In most cases, feedback is critical for both the coach and the organization. As Goldsmith…
Flaherty, J. (2010). Coaching: Evoking Excellence in Others (3rd Ed.). Oxford: Routledge.
Goldsmith, M. & Lyons, L. (2006). Coaching for Leadership: The Practice of Leadership Coaching from the World's Greatest Coaches (2nd Ed.). San Francisco: John Wiley & Sons.
Ethical Practices in Mentoring/Coaching
Effective mentoring and coaching are strengthened through nine major principles. The nine principles inform and guide the mentoring and coaching practice. Ethical practice is one of the nine principles of effective mentoring and coaching, and it enhances and safeguards mentoring and coaching. When ethical principles guide and inform the practice of mentoring and coaching, the client is safeguarded. Ethical principles include faithfulness, respect for the autonomy of the client, acting in a manner that is advantageous to the client, acting fairly and preventing harm. When these values are employed in mentoring and coaching, transparency and openness is achieved. Ethical mentoring and coaching are guided through professional practice codes and legal requirements.
Operating within agreed boundaries and limits makes the client to feel secure. Sheena requires upholding ethical principles while mentoring the new teachers in her school (Connor and (Pokora, 2012, p.226). However, she finds…
Connor, M., & Pokora, J (2012). Coaching and mentoring at work: Developing effective practice. London: McGraw-Hill International.
Crawnwell, J. (2004). Mentoring: A Henley review of best practice. New York: Palgrave Macmillan.
Hawkins, P., & Smith, N. (2007). Coaching, mentoring and organizational consultancy: Supervision and development. London: McGraw-Hill International, Jan 1, 2007
Moberg, D., & Vekasquez, M. (2004). The Ethics of mentoring. Business Ethics Quarterly, 14 (1), 95-122.
Consultation and Coaching
Coaching vs. consulting: The case of Darren
Coaching, as opposed to consulting, is action-oriented and personal in its focus. Consulting offers a wide-ranging, long-view plan designed to aid a particular organization. Consulting focuses on policies more than it does individual people. Coaching is highly specific and targeted, with the improvement of the individual as its overall goal, rather than the improvement of the organization. In fact, coaching usually transcends the organization, and may direct the subject to find a job elsewhere, based upon the employee's needs and the coach's judgment.
This is why coaching is such a valuable and appropriate approach to take with Darren. Darren states that he is seeking fulfillment, something he is not currently getting in his career in landscape architecture. Unlike consulting, which focuses on deficits in standard operating procedures, Darren is not fundamentally dissatisfied with the way his company operates. He has…
The skill being instilled in the team is important on two levels- to instill solidarity in the team and breaking down barriers and by serving as a macrocosm of what these team members will encounter over the course of their lives. Barriers will always exist among people, for whatever reason, but by pushing the boundaries and thinking outside the "bubble" that some of these team members exist and think in, the Coach is instilling lifelong skills in these players. Additionally, another important scene is when the white captain yells at his teammate of the same race because he failed to block his black teammate in practice. Though the captain was rough on his teammate, the coach allows the emotional outburst and tirade continue as the team watches. By allowing this to continue, the Coach allows the captain to become an example and emerge as a leader of how the team…
The areas in which Joe needs to grow are those of both his communication and negotiating skills.
After establishing these things it would be important to determine what concerns that Joe has that would need to be addressed in this coaching session. Joe seems to be having difficulty dealing with the recent changes that have taken place within the organization. Things are being done differently now than they used to be and Joe is having a hard time figuring out where he fits in. Joe also seems to be having difficulty understanding and accepting the other business functions that are within the company. There also seems to be some communication gaps within the organization between the different departments that need to be addressed across the company as a whole.
After getting all of the issues out onto the table it would time to set goals for both Joe and myself.…
The GROW Model. (2008). Retrieved July 24, 2009, from Mike the Mentor Web site:
The GROW Model. (2009). Retrieved July 24, 2009, from Mind Tools Web site:
When looking to coach or mentor it is important that the coach or mentor analyze each situation on its own merits and then come up with the best plan of action.
It is important in these situations that there is a strong relationship between coach/mentor and the person receiving the coaching or mentoring. The nature of the quality of the relationship is emphasized in coaching/mentoring as a prerequisite for learning and satisfaction more than in other strands of development. Features that are frequently cited as contributing to that quality association are trust, promise, genuineness, listening, time for critical reflection, positive regard and caring, boundary clarity and management, questioning and challenge. These go outside the routine, automatic and instrumental conditions for learning employed by other methods and lie at the core of coaching and mentoring processes (Coaching and Mentoring Diversity in Practice, 2007).
People all respond to situations differently which means…
Coaching and mentoring diversity in practice. (2007). Retreived from http://www.humancapitalreview.org/content/default.asp?Article_ID=734Empathy. (n.d.). Retrieved from http://eqi.org/empathy.htm
Starcevich, M.M. (2009). Coach, mentor: Is there a difference? Retreived from http://www.coachingandmentoring.com/Articles/mentoring.html
As teachers are asked to do more and more by busy and demanding parents, it further fosters collaboration and support among teachers throughout the same school building. The purpose of peer teaching is not to judge the other teachers, but to encourage mutual reflection and analysis of teaching practice. It promotes specific feedback over time, rather than monitors teaching in glimpses, like a visit from a principle. (Robbins, 1991)
Selecting teams (matching teachers)
Teachers can be matched according to experienced/less experienced teachers. However, they can also be matched within subject areas, or across subject areas, such as English and History teacher in a high school. This fosters the potential for cross-fermentation of different disciplinary approaches. Another potential way of pairing teachers might be to have a workshop period, where teachers take a series of exams and do a series of exercises to determine their teaching styles. hile "when making decisions,…
Diaz-Maggioli, Gabriel. (2004) Teacher-Centered Professional Development. New York: ASCD.
Marzano, Robert J. (2004) What Works in Schools: Translating Research into Action. New York: ASCD.
Robbins, Pam. (1991) Implementing a Peer Coaching Program. New York: ASCD.
Wheeled Coach implements ABC analysis.
A firm using the ABC system segregates its inventory into three groups, A, B, and C. The A group constitutes the most costly or slowest turning items of inventory. It approximates 10% of the inventory items that account for 70% of the firm's investment. The B. group is the next largest amount of investment and consists of 20% of the items accounting for about 20% of the firm's investment. The C. group is the largest group of cheapest material consisting of about 70% of the firm's times and accounts for about only 10% of the firm's investment. Washers, screws, and nails would, for instance, be in this group.
As regards Wheeled Coach, the 'A' items are the expensive items such as the chassis (usually purchased from Ford), aluminum (from eynolds Metal), and plywood used for flooring and cabinetry (from local suppliers). These few items are…
AZ InventoryManagement.com. ABC Procedure for Categorizing of Inventory. Retrieved on February 26, 2011 from:
AZ InventoryManagement.com. Advantages of the ABC Inventory System. Retrieved on February 26, 2011 from:
This requires more skill on our part, and it takes more time, more patience, and a deeper relationship with the client" (Weiss 2004: 6).
Level three coaching shifts away from focusing on the issue and is more about focusing on the person: why the client wants the things he/she desires. If the original goal is to find a better-paying job, the life coach might explore more deeply the role of material goods in the client's life. For someone who struggles with their weight, this stage might involve understanding why the client became overweight in the first place and reevaluating the role of food in the individual's life. "Our aim is to shift their limited sense of who they are, so that they can engage in and interact with the world in entirely new ways" (Weiss 2004: 6). Quite often, people have a very limited sense of their own competencies and…
Weiss, P. (2004). Three levels of coaching. New Ventures West.
Retrieved from: http://newventureswest.com/assets/three_levels.pdf
Media Representations of Marriage Coaching
Media Representations of Marriage Counseling
The protagonists of the film are three married couples who are all friends and attend church together. Each couple experiences tension and discontent with their marriages. Rather than each wife and each husband taking personal responsibility for their actions that contributed to the unpleasant state of the marriage, each spouse wishes to force a change upon his/her spouse. While attending a church service one Sunday, the pastor introduces another couple that invites couples in trouble to a marriage retreat in the mountains. When they arrive in the mountains, what the couples think will happen and what they actually experience are vastly different. Through various activities, therapies, and accidents, the couples come to rediscover what they love about each other, ways to strengthen their marriage, as well as ways to improve themselves as individuals. The retreat weekend is an…
Leadership Coaching and Monitoring
The objective of this study is to conduct a 360-degree feedback in the form of self-reflection about a time when the writer of this work has been at their absolute best and the perceptions of others of the writer of this work. It is necessary to understand what the reflective best self (RS) is comprised of in order to disseminate the information received in the interview/surveys in this study. The reflective best self (RS) The work of Laura Morgan Roberts and Jane E. Dutton entitled "Composing the Reflected est-Self-Portrait: uilding Pathways for ecoming Extraordinary in Work Organizations" reports that the word reflected is used to "emphasize that this self-portrait is based on our perceptions of how others view us. Family members, friends and acquaintances, and organizations provide us with feedback about who we are, and this information is integrated into our self-concept." (nd, p.4) The word…
Hashmi, Khurram (2010) Introduction and Implementation of Total Quality Management (TQM) Six Sigma. 16 Mar 2010. Retrieved from: http://www.isixsigma.com/methodology/total-quality-management-tqm/introduction-and-implementation-total-quality-management-tqm/
Javitch, DG (2009) 10 Characteristics of Superior Leaders. Entrepreneur. Retrieved from: http://www.entrepreneur.com/article/204248
Leadership Skills (nd) Retrieved from: http://www.learningforlife.org/exploring-resources/99-720/x10.pdf
Reflected Best Self (RBS) (2012) Learning2Connect. Retrieved from: http://learning2connect.com/content/reflected-best-self-rbs%2520-%25206-0
Sports are a pivotal aspect of American society. They provide reprieve from an often stressful life. They provide a means of educating millions of young children about the values America holds dear. Hard works, discipline, persistence, determination, are many of the values that are incorporated into sports. These values, irrespective of the path chosen by these children, will be used throughout their lives. That is why I believe the sports management field is so important for society. Many successful individuals in the fields of science, entertainment, and business have cited their experiences in sports, as a catalyst for their personal development. By taking this course I hope to become involved in a field that directly impacts society. I would like to be able to immerse myself in the sports management field as I am very passionate about it. I also would like to learn the foundations of the sports management…
Differentiated Coaching for eading and Literacy
One approach to professional development that is gaining widespread acceptance among reading leaders is differentiated coaching. This paper examines how reading leaders can better engage in differentiated coaching for teachers of reading to meet the learning and culturally diverse needs of reading students in an elementary school, including the existing degree of comfort at my school with this tool, the readiness of the school's culture to implement this tool and a recommend approach for carving out time to use differentiated coaching in my school. Finally, a discussion concerning what type of data might be collected while using differentiated coaching concludes the paper.
What is the degree of comfort that exists with differentiated coaching at your school?
Although my school has used peer mentoring in the past, there has been no effort to employ the differentiated coaching model so the degree of comfort is currently…
Hall, P. & Simera, A. (2008). Building teachers' capacity for success: A collaborative approach for coaches and school leaders. Alexandria, VA: ASCD.
Robbins, P. (2015). Peer coaching: To enrich professional practice, school culture, and student learning. Alexandria, VA: ASCD.
Stover, K., Kissel, B., Haag, K., & Shoniker, R. (2011). Differentiated coaching: Fostering reflection with teachers. The Reading Teacher, 64(7), 498-509.
Yendol-Hoppey, D., & Dana, N. F. (2010). Powerful professional development: Building expertise within the four walls of your school. Thousand Oaks, CA: Corwin.