Coaching Styles Paper

Coaching is a one-to-one learning and growth intervention that uses a collaborative, reflective, and goal-focused relationships to achieve professional outcomes that are valued by the employee (or coachee) (Jones, Woods, & Guillaume. 2016). At large, coaching consists of directing, motivating, and rewarding employees’ behaviors. It is a day to day function involving observing performance, praising good performance, and assisting with correcting and/or improving performance that does not meet the organization’s standards (Aguinis.2013). Although the term coaching is used to refer to a variety of one-to-one development activities, there is a growing consensus about what constitute the core elements of coaching. These elements are: (1) development

Being a good coach is like being a consultant. For the relationship to be successful, establishing trust in the relationship is key.

There are four main coaching styles: driver, persuader, amiable, and analyzer. Drivers are often the driving, force behind getting things done within the organization (Chaneski. 2006). They are results-oriented and are motivated by goals. There skills include, effective time management, possessing the innate ability to devote the right amount of time and effort to things that need to be done. Drivers rarely struggle with making decisions. However, because they are driven for success, drivers may neglect the impact that their actions have on others. Coaches adopting this style tells the employee being coached exactly what to do. Such coaches are often assertive and speak quickly and often firmly and they usually talk about facts. The second type is the persuader style. Persuaders are the visionaries of an organization, good at grasping the big picture. They establish and use

Before her promotion, show worked with James on two different occasion and observed a behavioral change in both cases with him. The first assignment that they work on together, James was very engage, competent and excelled on the team. However, on the second occasion, James was unengaged, unorganized, and bored. Alex noted that there were two different managing senior associates that assigned to these tasks and their styles of coaching were notably very different. The senior associate during the first occasion utilized the amiable coaching style. He was personable with his subordinates, took the time to get to know each employee personally, and he appeared to know what to do to get employees engaged and motivated. Additionally, this senior associate had a record of being the only manager who always met his deadlines, and everyone enjoyed working for him. However, managing senior associate, on the second occasion, utilized the driver coaching style. He was a very critical boss that appear to care more about the numbers than the employees. Employees under him worked tiredness hours (14 hours) on the weekend. Thus, when working with James it is recommended that Alex use the amiable coaching style when working with James, as he appears to respond positively with this coaching style. There is not a one best style, and a manager’s personality and behavioral