The Coaching Leader

Reflecting on the text provided on “The Coaching Leader”, I find it relevant in that it provides essential skills and knowledge required for being an effective coaching leader. The purpose of this paper is therefore to provide a reflection on how the information and knowledge provided in this article is essential throughout my learning journey, focusing on how knowledge gained will help in adding value to my profession and job. Leadership and managerial skills are essential aspects that I need to gain in my career life for a success in my profession. Improving this skills requires a better understanding of becoming a coach leader through development of core coaching skills. Among the appropriate skills that I feel that I need to develop include a close relationship between the contracting coach, the coachee, and the sponsor of the clients who may include HR director, managing director, clients, and the line of the manager.

I am training to be a coach leader with appropriate academic qualifications. I am however required to identify the appropriate processes that support the development of a qualified coach leader through skills and experience. From reading this text, I come to understand the importance of developing trust and openness that enhances a proper relationship between the coaching leader and the coachee. It is getting to my knowledge that the initial process of conducting coaching presence may not be easy. As a coach leader, I am supposed to eliminate the challenging factors existing in the coachee which includes the feeling of lack of comfortability, showing some resistance or some characters of being stuck in the learning process. I understand that I am required to make a short presentation to my coachee that are based on three key areas of learning which involve skills, identity, and process.

I have to make sure that my coachee understands the taught processes through evaluation of their understanding during the learning process. This paper also explains that it is the responsibility of a coach leader to ensure that the coachee prepares a summary for presentation and present a reflecting paper on the knowledge gained during the coaching session. Couching audit The session I have found to be interesting in this learning involves the auditing of the coaching process that enables a coach leader to focus of his/her personal values and motivations that enable them to develop their coaching skills and behaviors. The text has provided learners with questions that require being addressed to analyze the accountability of the coaching leader. The texts provide me with a relevant knowledge of the institutional requirements for qualified leaders in assisting in the organizational management to support the institutions and organization to achieve their set objectives.

World development and advancement of the managerial skills basically limits the existence of many leaders to meet the market demand as most of the available coach leaders are poorly trained and are not in apposition to serve the intended organization purposes. I always had this mentality of working for money. Professionalism is a thing gained through the learning process and involves gaining experience which can be accounted for. However, through reading this text, I find that it is always necessary to work for the purpose of improving one’s own experience. I learn that change introduction in an organization for any coach leader should be taken as a gradual process, giving time for the members and the clients to adapt the implemented changes.

Understanding the leader as a coach This is a section that helped me to understand the expected role for me as coach leader in an organizational leadership. The text has provided a very relevant case study that will assist any reader to understand the real meaning and expectations of a coach leader. Among the challenges that I have found to be possible leading to disruption or reluctance in applying the leadership skills taught in coach leadership training include work pressure and difficulties in accelerating and implementing the amounting changes in the leadership skills and values. It is possible that a coach leader to find some coachee not easily understanding and adapting to the proposed change. While implementing coach leadership practices, it is important to consider formulating realistic and achievable leadership goals that can be easily adapted by all the stakeholders.

I also learn that I should be real, clear and precise while making leadership-related decisions. the reality in coaching process is the most time-consuming task as it does not only involve the collection of a lot of leadership facts but providing a non-judgmental and supportive environment to the clients. The coaching model requires a coach leader to identify the topic or issue that a client intends to address (P. It is also essential to conduct a feasibility study for a coaching process that follows a series of sessions. The text also defines the role of coach leader in measuring, monitoring, and evaluating coaching results within the organization while defining the agreed boundaries and confidentiality in organizational operations. In maintaining the code of ethics in organizational leadership, as a coach leader, I may be required to play the role of a trainer to impart knowledge and skills to the coachee as well as the counselor to deal with the stress and trauma of my coachee.

With this, I can easily manage to improve my coaching relationship while enhancing the positive behavior changes within the organization (P. Learning the art of questioning This learning provides the coaching leader with several approaches to pursue while dealing with the different situation. These include going down to a level that establishes the components making up the issue, widen the conversation in search for similarities, connections and parallel with the existing issues of consideration of the coaching leader, or the coach may ought to stay with the issue of concern at the level in which it is presented for examination of the issue characteristics. However, for an irrelevant information, a coach may opt not to listen at all. This is essential in sieving what to listen and what not to listen to encourage a healthy communication.

I have always learned to listen in class as I make short notes for revision. If future of my career, I find this relevant as I may require my coachee to reference the training teaching provided to them for future reference. Also in presentation, the coachee will be required to employ a different language from which they have been taught with to depict the same meaning of the teachings to indicate their understanding of the topic taught. Making the point clear, good performance individuals have been presented to be the stalwarts of a business as they are more reliable and ensures things are done right with slow but sure outcomes. The text learning has also provided the criteria for determining an excellent, good, average and poor performance, which is important in duty delegation in organizational operation.

The second module of this learning indicates the Myles Dawney’s definition of performance reflection through an equation that sums up the potential outcomes while eliminating any possible interference (P. in my managerial skill, the text reflects that I should be in a position to understand the potential of my coachee and help them to fully realize their abilities. Leadership learning outcomes are measured by the coachee attendant, silence and concentration level, ability to paraphrase and take short notes for future use in revising, further teaching, or presentations, and judgment suspension. This goes in hand with an identification of reluctance resourcefulness thus inserting positive minds that enables both individual and organizational progress (P. Coach leader is expected to trust in the leadership process, to insert the same trust to the clients and be a perfect role model.

The third module of the text presents the best way of presenting the ending of a coaching session. Among the learned factors to consider at the end of the session include time, state, action, resource, and the set schedules. The best aspects learned at this point in coach leadership is time management and ensuring collective participation of all the stakeholders (P. The text presented is a great piece of knowledge that provides a required experience of a coach leader throughout the coaching journey. Conclusion Leadership is the essential aspect of any organization that determines its success and productivity. The steering power for appropriate leadership arises from the development of beneficial training arising from coach leaders. Coach leadership helps in developing competent leaders and workers who are focused on ensuring attainment of the organizational goals and objectives.