Assignment Sample on Report on Coaching Performance

a)    Rationale of coaching used

Tesco and the retail giant of France Carrefour made a “strategic alliance” by which Tesco believes that both companies will get many customers. Tesco is making this move because the company is facing a lot of competition regarding cut prices. However, for this implementation of strategic alliance processes, the company has had to face various issues related with performance appraisal of employees. As per the view of Grant (2017), this change is uncomfortable for the employees and can create a negative impact on the performance for the sudden change, (as per model of Lewin). In this respect Tesco tries to train the employees and to accomplish this aim, change in leadership coaching training is needed. The employees slowly became comfortable with the change which helped to boost the productivity of the organization. The efficiency of Tesco increased and they are getting a lot of customers. The sales have improved for both Tesco and Carrefour (bbc, 2018).

b)    Introduction to coach

b.1)  Context of Coach and performance aspiration

Providing Coaching is important in any organization to improve the performance of the employees by giving proper training. Coaches also help to achieve goals and objectives of an organization and also help to create a stronger team. Coaches help to solve the problems of the employees and give feedback. The coaches also increase employee engagement which is beneficial for the growth of the organization. The model of coaching and audit will be evaluated in this report. This report is going to create the coaching performance plan for the coaches (newly hired people of Tesco) (bbc, 2018). The critical reflection and impact of role in the leadership changes will also be described in this report. The leadership theories and a plan will be given in this report followed by brief recommendation.

b.2) Coaching diagnostic/ exploratory session

It has been observed that the Cognitive Behavior psychology model will be used to assess the performance of the employees. This model helps to reduce the time required by the coaches to solve the problems.

Cognitive Behavior psychology model can be used for delivering the exploratory session of the coaching practices. As per the view of Kessler et al. (2017), coaching diagnostic can be engaged by three steps using a Model of Cognitive Behavior. The steps are described below:

• Assess

The performance of the organization or an individual needed to be assessed in order to improve the work productivity as well as the efficiency of the organization. Cognitive Behavior psychology model helps to understand the behavior, thoughts and feelings of an individual which is required to assess and improve the performance of the individual (Kodden and Hupkes, 2019).

• Implement

It has also been identified that the targeted, robust and focused interventions also needed to be implemented for making changes which can be beneficial for the organization. The interventions can be implemented by understanding the behavior, thoughts and feelings of the employees. That is why the cognitive Behavior Psychology model is used to understand the thought process of the employees (Lee et al. 2019).

• Measure

It has also been observed that the performance of the employees should be measured in order to make the organization retain or to expand their business. The managers talk with  the employees to understand their thoughts, behaviors and feelings which are the three parts of the Cognitive Behavior Psychology model. It is one of the most important steps regarding the growth of an organization (Milistetd et al. 2018).

c) Audit of Current skill level

c.1) Evidence of reflection on role

It has been identified that an audit is required to identify the current skill level of the employees. As per the view of Araujo et al. (2021), the skill level can be audited in some steps which are described below:

Roles should be listed inside the organization

This part explains the roles of the employees which should be listed in order to monitor their skill levels. There are many roles which are needed to be grouped together in one role in order to simplify the work (Grant, 2017). I used this in my organization to get better results.

The skills should also be listed

This is the next step where the skills are needed to be listed after listing the roles. The skills required for a role are Functional specification, Electrical design, Telemetry design, Computer Aided Design, Safety control Circuits and many more (Jones et al. 2021). I identified the skills which the employees possess and I gave the roles to the employees.

Creating a survey

As opined by Grant, (2017), it has been identified that a survey is useful to understand the skills an individual possesses. A survey should consist of some questions regarding different types of roles in an organization (Olusoga and Kenttä, 2017).

Surveying the workforce

This is the part where the questions are asked to the employees of the organization to test their knowledge. As per the view of Purwanto and Prasetya (2021), this helps to understand the likes and dislikes of the employees which is very essential for the growth of the organization. The communication with the employees plays an important role in solving their problems.

Compiling the results

It is one of the most important parts regarding the growth of the organization. I applied this in my organization. As per the view of Raza et al. (2017), the results of the survey should be compiled to understand what types of skill the employees possess and which roles should be given to the employees in whom they can work more productively for the benefit of the organization.

Analyzing the data

It has also been observed that the data should be analyzed by me in order to understand the roles which are given to the employees. As per the view of Rynne et al. (2017), the gaps in skills, the successors for the roles, the people who possess critical skills and the skill requirements of future should be analyzed in order to make an organization grow (Schermuly et al. 2021).

c.2) Impact on the change leadership issue

It has been identified that many impacts can happen for change in leadership. As per the view of Grant (2017), the efficiency of the organization will improve and the employees will become more productive. The morale of the employees will boost which will help in the growth of the company. The employees of the companies will get motivated and they will work for the organizational growth.

d) Ways of Tracking and monitoring the progress

Tracking and monitoring progress helps an organization become more productive and more efficient in their work. It has been identified that there are many ways to track and monitor the progress of the employees inside the organization. As per the view of Tabrez et al. (2019), the ways to measure and monitor the progress are defined below:

Creating an outline of the objectives regarding coaching

The outline of the objectives needed to be created in order to track the progress of the work. The members should be advised to set up a goal which is essential for the completion of the task. This is the first step to track and monitor progress in a training session (Tanskanen et al. 2019).

Establishing milestones and goals

It has also been observed that goals and milestones help a lot in the completion of the work. As per the view of Tokairin and Shimamoto (2019), the members of the project should set up a goal within a time limit to reach their milestone. The team leader should understand the skills and the limitations of the project member which is beneficial for achieving the milestone of the project. Setting up a clear goal and milestone helps the members to complete the project before the deadline (Townsend et al. 2020).

Checking in regularly and using KPI

It is one of the most important parts in the completion of a work. The coaches should set up each day’s task for the members and they should help the members in achieving those tasks. Communication with the employees helps in finishing the tasks of each day (Araujo et al. 2021). However, implementation of KPI models can also be beneficial for tracking the progression among the employees.

Asking how to help

It has also been identified that the members need help in many situations while completing a task. As per the view of Blackett et al. (2018), it is the duty of the coaches to lend a helping hand to the employees to solve the problems they are facing. Some software or tools can help the members state their problems which can be solved by the managers.

Establishing clear deadlines

It is also one of the most important parts in the completion of a work. As per the view of Grant, (2017), the managers should set a clear deadline to the members of the project to measure as well as track their progress. A clear deadline helps the managers see how the members are working to complete the work. It also helps the members to become more efficient regarding their work. It helps a lot in the completion of a work (Jones et al. 2021).

e) Evaluating summary of planning processes

e.1) Planning process issue and learning for future

It has been observed that there are many issues which arise in the planning processes. As per the view of Tokairin and Shimamoto, (2019), the issues in planning processes are described below:

Dynamic as well as complex environment

It has been observed it is one of the most crucial barriers in the planning process. As per the view of Araujo et al. (2021), bad environment affects the planning. Bad workplace environment also decreases the productivity and efficiency of the employees. The environment should be clear which helps in effective planning as well as it helps in organizational growth.

Reluctance in establishing goals

As per the view of Blackett et al. (2018), sometimes the managers and coaches as well as the employees fail to establish the goals they set in their organization. The fear of failing and less confidence decreases the productivity and work efficiency of the managers which affects the organization a lot. The managers and the employees should get adequate knowledge regarding their work in order to establish the goals which helps in improving the organizational efficiency (Grant, 2017).

Resisting to change and unsustainable instruction intake ability 

It is also one of the major problems in the process of planning. It has also been observed that the employees as well as the managers resist change because of fear of the change and feeling uncomfortable for the change. The coaches should tell the managers and the employees the importance of change and how it can benefit the organization by expanding the business and many more (Jones et al. 2021).

Less time and more expensive

It is also one of the main problems in the planning process. As per the view of Kessler et al. (2017), the managers feel that the change can be expensive as well as time consuming. The coaches should guide the managers in creating a plan which the organization can afford.

Technical problems

It has also been observed that many technical problems arise in the organization which hinders planning. As per the view of Kodden and Hupkes (2019), the managers think that they have to buy expensive technologies to bring changes. The coaches should guide the managers in bringing new and affordable technologies for making an effective plan for the growth of the organization.

f) Recommendation regarding selected change issue

It has been observed that many recommendations can be drawn regarding the change processes of the company. As per the view of Kessler et al. (2017), the limitations of the change processes can be overcome by applying Lewin’s change management model.

Unfreeze

The organization had to unfreeze their current working processes to bring the change inside their organization. The coaches of the organization should understand that they have to make changes in their organization to improve the productivity as well as the work efficiency of the organization. As per the view of Lee et al. (2019), also stated that the coaches should also determine what changes they should make in order to make their organization grow. On the other hand, author Millistetd et al. (2018), also opined that the old processes should be replaced with the new processes which are essential for the growth of the organization.

Change: This is the step where the changes are to be implemented regarding the growth of the organization. As per the view of Purwanto and Prasetya, (2021), the coches should plan what are the changes the organization should make which can benefit them by expanding the business of the organization.

Refreeze: As per the view of Schermuly et al. (2021), the changes inside the organization are reinforced and stabilized in this step. On the other hand, author Tabrez et al. (2019), also suggested that the changes should be integrated in the organization to improve the work productivity as well as the efficiency of the organization. This is the step where the success should be celebrated for implementing and getting the effect of the changes (Tanskanen et al. 2019). Except these factors, there are other recommendations which can also be drawn such as:

Recommendation for Motivating the staffs

As per the view of Schermuly et al. (2021), it is the duty of the managers to motivate the employees in order to boost the productivity of the organization. The coaches should understand the problems faced by the employees and solve those problems. That is how the employees can become more productive and more efficient (Raza et al. 2017).

Recommendation for monitoring trends

As per the view of Tanskanen et al. (2019), the coaches should monitor the trends in the market. The customer demands are changing day by day, that is why the trend also changes. The trends help to identify the needs of the customers which the company should provide to the customers to help the organization grow. On the other hand, author Raza et al. (2017), also suggested that the changes should be implemented which is beneficial for the organizational growth and it should be based on the trends. Therefore, the training can be delivered by maintaining the trends. The changes can be implementing new technologies such as Artificial Intelligence (AI) and Internet of Things (IoT) which can be beneficial for improving the production process in a very less amount of time.

Conclusion

It can be concluded that the performance of the coaches can help in the growth of the organization. The rationale as well as the introduction of the coaches is given in this report. The coaching diagnostic session is described followed by the coach’s context and aspiration of the performance. The current skill level should be audited by giving evidence of reflection of roles and showing impact of change leadership issues. The ways of tracking and monitoring the progress also has been described in this report. The planning processes have been evaluated and recommendation is also given regarding the change issues.

 References

Araujo, C.R.S., Cardoso, A.A., Polatajko, H.J. and de Castro Magalhães, L., 2021. Efficacy of the Cognitive Orientation to daily Occupational Performance (CO-OP) approach with and without parental coaching on activity and participation for children with developmental coordination disorder: A randomized clinical trial. Research in Developmental Disabilities, 110, p.103862.

bbc, (2018), Tesco and Carrefour say ‘strategic alliance’ will cut prices, available at: https://www.bbc.com/news/business-44679884[accessed on 5^th may, 2021]

Blackett, A.D., Evans, A.B. and Piggott, D., 2018. “Active” and “passive” coach pathways: Elite athletes’ entry routes into high-performance coaching roles. International Sport Coaching Journal, 5(3), pp.213-226.

Grant, A.M., 2017. Solution-focused cognitive–behavioral coaching for sustainable high performance and circumventing stress, fatigue, and burnout. Consulting Psychology Journal: Practice and Research, 69(2), p.98.

Grant, A.M., 2017. The third ‘generation’of workplace coaching: Creating a culture of quality conversations. Coaching: An International Journal of Theory, Research and Practice, 10(1), pp.37-53.

Jones, R.J., Woods, S.A. and Zhou, Y., 2021. The effects of coachee personality and goal orientation on performance improvement following coaching: A controlled field experiment. Applied Psychology, 70(2), pp.420-458.

Kessler, D., Egan, M., Dubouloz, C.J., McEwen, S. and Graham, F.P., 2017. Occupational performance coaching for stroke survivors: A pilot randomized controlled trial. American Journal of Occupational Therapy, 71(3), pp.7103190020p1-7103190020p7.

Kodden, B. and Hupkes, L., 2019. Organizational environment, personal resources and work engagement as predictors of coaching performance. Journal of Management Policy and Practice, 20(3), pp.53-71.

Lee, M.C.C., Idris, M.A. and Tuckey, M., 2019. Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention. Human Resource Development International, 22(3), pp.257-282.

Milistetd, M., Peniza, L., Trudel, P. and Paquette, K., 2018. Nurturing high-performance sport coaches’ learning and development using a narrative-collaborative coaching approach. LASE Journal of Sport Science, 9(1), pp.6-38.

Olusoga, P. and Kenttä, G., 2017. Desperate to quit: A narrative analysis of burnout and recovery in high-performance sports coaching. The Sport Psychologist, 31(3), pp.237-248.

Purwanto, A. and Prasetya, A.B., 2021. DID COACHING, TRAINING AND DEVELOPMENT, EMPOWERMENT AND PARTICIPATION ON SCHOOL EMPLOYEES PERFORMANCE?. Journal of Industrial Engineering & Management Research, 2(2), pp.73-95.

Raza, B., Ali, M., Ahmed, S. and Moueed, A., 2017. Impact of managerial coaching on employee performance and organizational citizenship behavior: Intervening role of thriving at work. Pakistan Journal of Commerce and Social Sciences (PJCSS), 11(3), pp.790-813.

Rynne, S.B., Mallett, C.J. and Rabjohns, M.W., 2017. High performance coaching: demands and development. The psychology of sports coaching: Research and practice, pp.114-126.

Schermuly, C.C., Wach, D., Kirschbaum, C. and Wegge, J., 2021. Coaching of insolvent entrepreneurs and the change in coping resources, health, and cognitive performance. Applied Psychology, 70(2), pp.556-574.

Tabrez, A., Agrawal, S. and Hayes, B., 2019, March. Explanation-based reward coaching to improve human performance via reinforcement learning. In 2019 14th ACM/IEEE International Conference on Human-Robot Interaction (HRI) (pp. 249-257). IEEE.

Tanskanen, J., Mäkelä, L. and Viitala, R., 2019. Linking managerial coaching and leader–member exchange on work engagement and performance. Journal of Happiness Studies, 20(4), pp.1217-1240.

Tokairin, Y. and Shimamoto, K., 2019. Effects of High School Coaches’ Recognition of Dilemmas and Students’ Life Skills Visualization on Coaching Performance. The Japan Journal of Coaching Studies, 33(1), pp.79-91.

Townsend, R.C., Huntley, T., Cushion, C.J. and Fitzgerald, H., 2020. ‘It’s not about disability, I want to win as many medals as possible’: The social construction of disability in high-performance coaching. International Review for the Sociology of Sport, 55(3), pp.344-360.

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