Pefomance Management

Coaching Model

Karen Golaub

Performance Management (HRM 538)

February 2016

Coaching Model

Introduction

In this paper, an organization’s coaching model will be discussed and analyzed. First, the selected organization’s approach to coaching will be classified as it relates to one (1) of the following: Ad Hoc Coaching, Managing Coaching, Proactive Coaching, or Strategic Coaching. After which, the extent to which the identified coaching model has worked to optimize the organization’s performance management activities will be judged. Next, the recommendation of three (3) practices to improve the selected organization’s current performance from Table 4.3: Best Practices for Manager-Coaches in the textbook. Then each element as it relates to optimizing performance will be justified. After that, there will be the construction of five (5) best practices that would maximize team-based performance in the selected organization. Lastly, we will specify the primary manner in which each practice aligns with the organization’s overall goals and vision.

Literature Review

Classify the selected organization’s approach to coaching as it relates to one (1) of the following: Ad Hoc Coaching, Managing Coaching, Proactive Coaching, or Strategic Coaching. Judge the extent to which the identified coaching model has worked to optimize the organization’s performance management activities.

Before mid-1990, informal coaching was a big part of leadership development and performance management in organizations. However, since that time period, coaching has become vitally important as organizations now see and understand how leadership talent is one of the main advantages as it relates to remaining competitive. Organizations are now responding with the training of managers in coaching skills, hiring external coaches, and setting up structured coaching programs and processes. As it relates to Company (No Name), the approach used for coaching was, Managed Coaching....