(a) The Rationale. The reasons for the four steps identified in my coaching EI plan for Lynda are these:
1. The TNA step is important to ensure properly focused coaching requirements are identified that target those current EI deficiencies that most impact Lynda’s performance as a team member on the project. Without a properly conducted TNA the subsequent coaching is likely to be much less effective. Also, this step is an opportunity to involve Lynda in the process and thus help with her buy-in to the resultant programme.
2. The reason for coaching programme design stage is to develop, with Lynda’s full participation, a schedule of coaching interventions that identifies what topics will be tackled where and when, taking account of those periods …show more content…
The implementation of the coaching programme is the next logical step in the process when the actual coaching will be undertaken, without which of course there will be no benefit for Lynda or the team.
4. The need for the evaluation step is to assure ourselves that the coaching is proving to be effective. While this is shown as a sequential step, it will in fact be continuous and concurrent through the implementation of the coaching process with the object of monitoring Lynda’s progress and recognising any deficiencies as early as possible and taking appropriate action to amend the programme.
(b) Use of my own EI. During the coaching programme it will be important that I apply my own EI as I coach Lynda. In particular, I will:
• identify and manage my personal emotions
• aim to understand Lynda’s behaviours
• listen carefully to Lynda without unnecessary …show more content…
This is about my awareness and the accuracy with which I can assess your emotions. My intention is to perodically during our coaching programmes to step from the process and consider how effectively I’m responding to the situation and consider too is recognising how Lynda is responding to me, which will include the potentially uncomfortable activity of seeking feedback, including negative feedback, from Lynda and perhaps from other project team members too. I also propose to schedule occasions when I honestly reflect on the coaching process and assess my own emotions – both the psychological aspect (my attitudes, thoughts and beliefs that underlie my emotions such as the thought that “I’m not good enough at this coaching business and could easily make mistakes”), and the physical aspect (my physical sensations like butterflies that may accompany my
1. The TNA step is important to ensure properly focused coaching requirements are identified that target those current EI deficiencies that most impact Lynda’s performance as a team member on the project. Without a properly conducted TNA the subsequent coaching is likely to be much less effective. Also, this step is an opportunity to involve Lynda in the process and thus help with her buy-in to the resultant programme.
2. The reason for coaching programme design stage is to develop, with Lynda’s full participation, a schedule of coaching interventions that identifies what topics will be tackled where and when, taking account of those periods …show more content…
The implementation of the coaching programme is the next logical step in the process when the actual coaching will be undertaken, without which of course there will be no benefit for Lynda or the team.
4. The need for the evaluation step is to assure ourselves that the coaching is proving to be effective. While this is shown as a sequential step, it will in fact be continuous and concurrent through the implementation of the coaching process with the object of monitoring Lynda’s progress and recognising any deficiencies as early as possible and taking appropriate action to amend the programme.
(b) Use of my own EI. During the coaching programme it will be important that I apply my own EI as I coach Lynda. In particular, I will:
• identify and manage my personal emotions
• aim to understand Lynda’s behaviours
• listen carefully to Lynda without unnecessary …show more content…
This is about my awareness and the accuracy with which I can assess your emotions. My intention is to perodically during our coaching programmes to step from the process and consider how effectively I’m responding to the situation and consider too is recognising how Lynda is responding to me, which will include the potentially uncomfortable activity of seeking feedback, including negative feedback, from Lynda and perhaps from other project team members too. I also propose to schedule occasions when I honestly reflect on the coaching process and assess my own emotions – both the psychological aspect (my attitudes, thoughts and beliefs that underlie my emotions such as the thought that “I’m not good enough at this coaching business and could easily make mistakes”), and the physical aspect (my physical sensations like butterflies that may accompany my