¶ … Consultation and Coaching
Coaching vs. consulting: The case of Darren
Coaching, as opposed to consulting, is action-oriented and personal in its focus. Consulting offers a wide-ranging, long-view plan designed to aid a particular organization. Consulting focuses on policies more than it does individual people. Coaching is highly specific and targeted, with the improvement of the individual as its overall goal, rather than the improvement of the organization. In fact, coaching usually transcends the organization, and may direct the subject to find a job elsewhere, based upon the employee's needs and the coach's judgment.
This is why coaching is such a valuable and appropriate approach to take with Darren. Darren states that he is seeking fulfillment, something he is not currently getting in his career in landscape architecture. Unlike consulting, which focuses on deficits in standard operating procedures, Darren is not fundamentally dissatisfied with the way his company operates. He has experienced personal, rather than institutionally-related...
Coaching Philosophy: Coaching is simply defined as training or instructing through the use of different approaches that enable a group of individuals to obtain the optimal performance level. However, the success of this practice is dependent on the establishment and execution of a coaching philosophy. In this case, the philosophy is an attitude or hypothesis held by the coach and his/her group that functions as the operating principle to govern the
Supervision, Consultation and EMS Supervision Supervision, Consultation and Emergency Management Systems CLINICAL SUPERVISION According to the majority of educators in the field, clinical supervision is the most appropriate practice. This is quite worrying and confusing especially considering that there has been little research on the subject, both in qualitative and quantitative methods. The main reason that makes the theory to be extremely popular in spite of its short comings and is all tied to
Clinical Supervision and its Strengths and Weaknesses Annie Pettifer and colleague Lynn Clouder explain in the peer-reviewed journal Learning in Health and Social Care that clinical supervision is commonly used in professional contexts as a way to "guide reflection with the purpose of advancing practice" (Pettifer, 2008, 169). Clinical supervision "…enables critical practice and development of personal knowledge, professional expertise and competence" (Pettifer, 169). Pettifer mentions that there is no hard and
appreciative inquiry, action research and process consultation, a high level of participation among the members of the system desiring change is important. There are a couple of reasons for this. The first is that the consultant is an outsider, and as such cannot know everything about the organization. The internal stakeholders are critical to understanding the issues and dynamics at work within the organization. The second reason is that
Leadership and Human Resources Sunflower Electric Power Corporation certainly had compelling circumstances that motivated management to pursue cultural change. Having recently undergone debt restructuring and charges of mismanagement and corruption, employee morale was at an all-time low. The major priority for the company was to completely change its corporation culture with a huge emphasis on interpersonal relationships. The culture of Sunflower was a command-and-control culture characterized by authoritative and conservative leadership. This
Methods for evaluating and monitoring the effectiveness of peer-assisted learning programs are discussed as well, followed by a summary of the literature review. Background and Overview. The growing body of scholarly evidence concerning peer tutoring has been consistent in emphasizing the powerful effects that children can exert on the academic and interpersonal development of their classmates and/or other students (Ehly & Topping, 1998). For example, Bloom (1984) reported early on that
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