coaching<\/p>\n
Please answer each question fully at least 300-500 words<\/p>\n
Step 1) Consider that there is a great deal written about coaching specific professions or types of employees such as physicians, scientists, chief executives,<\/p>\n
teachers, volunteer workers, millennials, etc.<\/p>\n
Step 2) Do some research on one of these groups (or another, if you choose) via the Trident Online Library databases. Focus your research on peer-reviewed references.<\/p>\n
Step 3) Answer the following questions below using question and answer (Q&A) format; in other words, include the original question along with your response. Within<\/p>\n
your post, support your responses with information from the background materials and your research for this discussion, and provide the full citation at the end. Use<\/p>\n
APA format for your references. Bring in your own personal experiences, readings, and research, where applicable.<\/p>\n
Which group did you select?
\n How does coaching these types of employees present unique challenges or modifications in the coaching model presented in this course? How is your answer informed<\/p>\n
by what was covered in this module?<\/p>\n
2)<\/p>\n
Step 1) Consider the following: \ufffd\ufffd\ufffdCombining development and work makes even more sense if you believe the long-accepted maxim that there is a 70\/20\/10 formula that<\/p>\n
applies to leadership development. (That formula suggests that 70% of what you learn about leadership comes from on-the-job experiences. Coaching from your boss and<\/p>\n
others gives you the next 20% and the final 10% comes from formal classroom development.) While those exact numbers can be debated, most would say it is directionally<\/p>\n
correct. Why, then, do organizations spend virtually no time trying to gain a higher return from the 70%, a minimal effort on the 20%, and focus most of their<\/p>\n
resources on the 10%?<\/p>\n
Willie Sutton, the bank robber, explained that he robbed banks \ufffd\ufffd\ufffdbecause that\ufffd\ufffd\ufffds where the money is.\ufffd\ufffd\ufffd Willie\ufffd\ufffd\ufffds statement is humorous, but he makes a valuable point.<\/p>\n
Applying that primitive logic, it becomes more obvious that you receive a much greater benefit from the time, energy, and effort you spend building development into<\/p>\n
your job than on the time you spend on anything else. For example, job-related feedback from a 360-degree instrument is a powerful tool to help combine development<\/p>\n
with work. Like Willie, you should focus your effort directly on the largest payoff at hand.<\/p>\n
Step 2) Read the following article: Throw Your Old Plan Away: 6 New Ways to Build Leadership Development into Your Job<\/p>\n
Step 3) Answer the following questions below using question and answer (Q&A) format; in other words, include the original question along with your response. Within<\/p>\n
your post, support your responses with information from the background materials or reputable outside sources and provide the full citation at the end. Use APA format<\/p>\n
for your references. Bring in your own personal experiences, readings, and research, where applicable.<\/p>\n
Do you agree with applying the 70\/20\/10 formula to leadership development? Why or why not?
\n What are at least 4 ways organizations can support and reinforce coaching efforts with on-the-job experiences? Be very specific and give examples of where you have<\/p>\n
seen this happen in your own work experience\ufffd\ufffd\ufffdor conversely where your professional development was thwarted because the organization did not coordinate coaching and<\/p>\n
job experiences.<\/p>\n","protected":false},"excerpt":{"rendered":"
coaching Please answer each question fully at least 300-500 words Step 1) Consider that there is a great deal written about coaching specific professions or types of employees such as physicians, scientists, chief executives, teachers, volunteer workers, millennials, etc. Step Read More …<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[],"tags":[],"class_list":["post-5728","post","type-post","status-publish","format-standard","hentry"],"_links":{"self":[{"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/posts\/5728","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/comments?post=5728"}],"version-history":[{"count":0,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/posts\/5728\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/media?parent=5728"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/categories?post=5728"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/tags?post=5728"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}