CIPD L&D MODULE

CIPD L&D module



CIPD L&D module

Assignment # 1

Models of Coaching

Coaching is commonly accepted as an activity that can support individual development and organizational effectiveness. It is imperative to know the role of coaches and to describe explicitly what they do with, and for, their clients. This, in turn, means thinking through the primary theoretical model that guides the actions of coaches. Although coaches tend to be eclectic in the methods that they employ, whether or not they are aware of, it they tend to centre their craft on prevailing coaching models (Robbins, 2003, pp. 35-49).

The OSCAR Model

In the Oscar model serves as a powerful tool for the coaches to develop strategies that facilitate them in exploring the answers of the following questions:

Outcome, what is desired to achieve in the long-term

Situation, what is the current status of the organization, where coaching is required, which areas are to be addressed for improvement etc.

Choices, what choices and options the coach have, what are the possible effects of each option.

Action, what, when and how it is to be done. What are the actions plans for achieving the desired organizational goals

Review, what steps are to be taken to assess the variation between what was desired and what is achieved

The GROW model

The GROW model is a very popular coaching tool. It represents a process of asking questions that serve to broaden someone's awareness and understanding of their current situation and provides them with the answers needed (Higgins & Kram, 2001, pp. 264-288). GROW stands for Goal Reality Options What next.

The GROW model facilitates the coach to acquire the answers to the following questions:

Goal: Where do I want to go, get to and achieve? What is my end point?

Reality: Where am I now? What is my current situation?

Options: What options do I have to get to my end point?

Will: What will I do next? Make a plan or develop strategies to attain the desired objectives.

Benefits of Coaching to Organization and Individual

Coaching can be beneficial for both the organization and the individual only if the coaching process is executes in an appropriate manner. Following are some of the few benefits of coaching (Holliday, 2001, pp. 68-78):

It maximises the performance of the individual:

It helps align the individual's efforts to the success of the team's objectives.

It provides the individual with all the necessary guidelines in order to achieve both, the personal and organizational goals.

It provides precise direction to the organization for attaining higher profits.

It helps in creating an interactive enjoinment with in the organization

It effectively improves the inter personal and inter organizational communication processes.

Differences between Coaching and other learning and development methods

In order to develop future leaders, organizations adapt a variety of approaches to train and develop the existing employees. Although the basic purpose of all the methods is to provide learning and development, still there are differences in the process of all the learning and development methods. Generally, coaching is usually less costly as compare to other learning and development programs ...