Coaching Theories and Models Essay Example | Topics and Well Written Essays - 1000 words

Coaching Theories and Models - Essay deterrent exampleAn understanding of the particular needs of an employee and diagnosing them appropriately is one of the most important aspects in learn. In this essay, a perspective of two coaching exemplars will be considered in order to ensure that the dress hat one is applied in coaching. The differences and similarities of the GROW theory and contingency model will be drawn. two theories have advantages as well as disadvantages that will be compared through this analysis.The contingency model of coaching is a widely used theory in leadership. It is geared towards promoting performance among the employees. The main point of interrelate under this theory is the adoption of the balance between the performance and taking care of the needs of the large number (employees). This theory requires that the manager act in an rough-and-ready way that demonstrates respect for the employees. Coaching through this model has no particular pattern tha t the manager should adopt in order to achieve desirable employee performance. The built in bed of the employee is the one that determines the type of coaching style that is adopted. This model was developed by Julie White and Rick Tate in an endeavor to diagnose the needs of an employee in order to ensure that they exhibit good performance. The manager is requisite to customize their coaching to the specific needs of an employee. After diagnosis of the employee needs, the manager is required to develop effective and systematic approach of dealing with the needs of that specific employee (Impact Achievement Group, n.d).The GROW model is geared towards firmness of purpose problems that ascend from the organizational setup for employees. Apart from providing solutions, the manager can step ahead to solve problems that emanate from the employees. This GROW model is an acronym that stand for Goal, Reality, Obstacles & Options, and Way forward. This model helps managers in dealing wi th day-to-today problems that confront employees in an organization. disdain having