This Book uses real work life experience of a guy named Alex, to teach the reader the best techniques and tips on coaching. Mainly the book talks about how feedback can be effective to motivate employees and how you take it in a positive way to create a begging to productive coaching. It also covers that coaching is not just giving a positive feedback, but also how to master effective questioning; asking the learner “ how well do you think you did” or what can be done differently. Coaching aims to enhance the performance and learning abilities of others. The book introduce tools such as SMART goal, cycle of motivation and the GROW model which are useful for an effective coaching skills and how motivation is another effective tool that boost …show more content…
It provides a road map to success. Furthermore, the book mention on page 198 that feedback itself is simply information, neither positive nor negative. When in the book that I read define it as a when a coachee did a good job. It consists of simple praise, but even more powerfully reinforcing when the coach specifically highlights why or how the coachee did a good job. What similar between the two books both agrees that coaching is further more than giving feedback, both include that coaching is a process that enhance learning and motivating change. In the OB book on page 199 describe coaching as turning feedback into change. Once the goal and the expectation are determined and communicated, performance is monitored and feedback is collected, the next step is coaching and preforming. The tao of coaching explains coaching similar to our book by using the GROW model. This model is four steps to follow to achieve productive coaching. The first step is the goal, to agree on a specific topic and objective for the discussion. Second step is reality, which means to define a specific examples to illustrate their both the coach and the coachee. Thirdly, options; to offer suggestions and choices to make. And finally to wrap up, the coach and the coachee commit to action, define a time frame for their objectives and to overcome the possible …show more content…
What really brought my attention in this book and motivate me to continue reading it, is when one of the situation related to me, literally. In one section Alex was asking his manager Bob for feedback to his performance and Bob replayed: “ok Alex what would you like feedback on? I am a bit surprised that you are asking for one….because the one time I did try to give you some feedback you seemed very defensive”. This reminded me of a situation with my boss when he was giving me feedback and I reacted because I felt being judged and he replied saying why do you have to be too defensive. At that time I did not understand why he was so upset with me to answer back and prove my point. But this book explained to me that a positive feedback is only for the employee’s sake, to improve and to advance the employee performance and it is not to judge but to help and clarify where an employee should stand and what to do forward. The book illustrated an easy way to define positive from negative feedback is good feedback create trust and focus on improvement and goal to achieve. It increases skills, improve your confidence. Clarify where you are standing and what to do next, leaves you with feeling helped. Bad feedback is a blame that does not prove any skills lower your confidence, leaves you puzzled and feeling