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Descriptions of three different types of coaching and two different styles of coaching (AC 1.2) (approx 200 words)
Types of coaching
| Executive coaching:
| The type of coaching is conducted by external professionals in an organization. The individual who conducts this type of coaching comes in and is paid for the services the person offers.
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| Performance coaching:
| Performance coaching is a type of coaching which is focused on a person and is aimed at improving the performance in line with business requirements. Performance coaching is conducted by an organization’s internal coach.
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| Sports coaching: | Sports coaching is a type of coaching designed to improve and increase performance. However, the aims of this type of coaching depend on the nature of the sporting activity and the ability of the learner.
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There are two different styles of coaching: autonomy support coach and the controlling coach.
| Autonomy support coach | The supportive autonomy coach simply considers a lot. It acknowledges the learner’s feelings and thoughts. This style is merely optimistic about the outcome of the trainees and very impactful and very supportive. |
| The controlling coach | The controlling coach style is pessimistic and very irrational on the coach. The controlling coach-style applies an assertive technique that makes the trainee comply. |
Explanations of two models and two techniques, which can be used in coaching and mentoring and how these can support individual learning.
Models in coaching and mentoring include the GROW model that comprises of Goal, Reality, Options, and Will. ACHIEVE model which denotes: Assess current situation; Creative brainstorming; Hone goals; Initiate option generation; Evaluate options; Valid action program design; Encourage momentum.
The GROW model involves four stages as its acronym. The first stage is setting up a goal, which is the top priority. Set the goal should be specific, measurable, accurate, realistic, and timely. Reality is the second stage of the Grow model, and it involves the active participation of both parties involved. Opportunity is arrived upon once the obstacles to the set goal have been tackled adequately. The final stage is a will and wraps up where decisive actions for the organization.
The Achieve model the steps are almost similar to the goal set being smart. The difference that appears is that with the achievement model, there is a possible alternative to the coaching or mentoring process in case obstacles arise in the first scenario. The alternative option needs a lot of consideration in a broader width.
The techniques which can be used for coaching and mentoring include:
- Setting effective goals- in coaching, designing appropriate goals involves tapping into an individual’s value that the learner holds, by transforming those in clear concrete. To impact an individual the coach should ensure the goals are simple and not overwhelming, and the coach should make sure the goals are actionable and explicit to the learner.
- Provision of support and feedback- The coach should provide some tips to drive the performance of learners. The support and feedback will enhance in building up the sense of competence, self-esteem, and self-efficacy of the individuals under coaching.
These techniques and models enhance Individual learning as they both enhance creativity, and the learner is also able to reach a point of consensus based on model design and the technique itself.