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Coaching Leadership Values

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Leadership Value There are many values of coaching i.e. it provides the time and space for leaders to learn through action, it detaches them from the day-to-day operational activities, providing them with the opportunity to view the organization from a distance which allows for clarity and insight. Coaching provide leaders with the benefits and ability to support senior managers with the sense of isolation they experience, as well as, the lack of opportunities to discuss areas of concern with others to include the ability to explore opportunities for growth, and it also provides the challenge and support managers need to develop change competencies. Leaders view coaching as one of the most essential and valuable tools for addressing these …show more content…

It is pervasive in its influence of people and performance. Significant effort is often invested in creating the right culture. A pro-development culture values and encourages development. It is characterized by sponsorship and leadership support for development. To capitalize on their coaching investment, organizations must work to nurture this type of pro-development culture. The importance of a coaching culture in promoting engagement with coaching has been highlighted by a number of authors (Cox, 2012; Gormley & Van Nieuwerburgh, 2014). Anderson, Frankovelgia, and Hernez- Broome (2009) surmised that a coaching culture with more trust and openness in the organization leads to more participation and transparent organizational decision- making. Further, this survey revealed the following range of organizational benefits from having a coaching culture: 1) Employee performance, 2) Engagement and retention, 3) Collaboration and teamwork, and 4) An improved ability to execute strategy and adapt to …show more content…

Further, the project revealed the turnover rate for those who received coaching decreased by 11 percent compared to over 30 percent in the general community. A coaching value study conducted at the Dominion Breweries (New Zealand) in 2006, determined the organization had a significant increase in retention in coach trained employees (Rose, Rule, & Donde, 2006). Coaching provides the foundation for increasing connections across an organization by strengthening internal networks and spreading the impact of coaching. Research revealed that employee’s performance at work is closely connected to the quality of their relationship with their direct reports and co‐workers. One can surmise that coaching increases employees overall performance through the deepening connection across this organization (Rock & Donde,

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The Pequot War, although it has received little recognition in our understanding of American history, was the first war between English colonists in the New World and an indigenous group. It is often considered the first war in the United States. The Pequot tribe was the dominant Native American in southern New England during the early seventeenth century, controlling trade with the Dutch along the Hudson River Valley and Long Island Sound. The arrival of European settlers affected the relationships between tribes. The Pequots initially benefitted from these circumstances, expanding their territory over thousands of square miles from Long Island Sound to the Thames, Mystic, and Pawcatuck Rivers (Urbanus 2015:34), as well as the southern area of the Connecticut River.

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At our organization we know that guidance is determined by substance and the style of the coach’s delivery and whether good or bad everything a coach says or does becomes a message that the athletes receive, interpret and respond to mentally (quote book). One of the effective interventions we seek to apply to our coaches is team building. Team building research analysis point out that a sport psychologist professional would be great to help apply these procedures analytically in our program. We want our coaches to be able to inspect the efficacy of their coaching styles and improve the processes that lessen or encumbers our current solidarity among our athletes. How can the team building approach be enhanced by employing a sport psychologist consultant services at Clear Choice Coaching and what can it do for

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To be a good coach you must excel in your philosophy and must show diligence in your work area. Kern McGlothin states that “ Educators often say that the best teachers are found in the coaching profession because they understand the learning process.” Coaching is a learning process that takes effort and to be good at it you must cared deeply about people , you must have high personal standards and ambitions for your players , and you must high level of

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‘Everything in coaching hinges on listening – especially listening with the client’s agenda in mind. The coach listens at many levels simultaneously to hear where the clients are in their process, to hear where they are out of balance, to hear their progress on the journey of fulfillment’ (Whitworth et al, 2007). Allison and Harbour (2009) suggest that we listen on three distinct levels - the first level is internal listening (self-talk), then active listening, with the ultimate level being intuitive listening, where the coach ‘listens for thought patterns, detects areas that are left unsaid and senses the feelings that lie under the surface of the conversation’. Similarly, Whitworth et al (2007), also cite three similar levels of listening – internal, focused and global listening.

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The most effective coaches understand the “self-directed learning principle” and how it involves “encouraging staff to think and take responsibility for their own decisions and actions” (Wilson, 2008, p. 26).

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Coercive- The coercive leadership style was first mentioned by Daniel Goleman in conjunction with the six leadership styles defined in his theory of Emotional Intelligence. The Coercive Leader is the person rules by fear, coercive leader demands immediate compliance. The coercive leadership is most useful in the time of crisis like in a company turnaround or a takeover attempt. The coercive style can also help control a problem teammate when everything else has failed.

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4. Chapter Four Results - 6147 4.1 Introduction This chapter presents the findings that are most relevant to the four research questions about the journey of an internal coach about: 1. What are the views of the coaches (both trainee and established) views and expectations of the role of the internal coach? 2.

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For this assignment, we were asked to conduct coaching sessions in groups of three with our colleagues for two months and draft a reflective essay on our experience. I hope this reflective essay will help me understand the in-depth concepts of coaching while helping me interact and respond better to people in different situations.

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LEADERSHIP LESSONS FROM SPORTS What is Leadership? Leadership is defined as the ability to influence a group towards the achievement of a vision or set of goals. The source of this influence may be formal, as happens by organizational hierarchy. However, this does not imply that every manager is a leader or only managers are leaders. The ability to influence and motivate an individual may arise in any non-formal structure as well.

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