Feedforward Approach And Coaching

Sporting philosophies are tremendously important for current and aspiring coaches to understand and develop, when identifying the psychology behind the human performer, it is imperative to understand the different philosophies and known topics that are associated to this module, these ideas and philosophies can refer to as burnout, character development and talent identification. These three philosophies are closely linked together through the different progressions and obstacles a coach may come across. It is understood that coaching philosophy is known as our personal creed, set of beliefs and knowledge base which helps guide our own thoughts, actions and leadership style. Building a coaching philosophy will help an individual become a better

A coach's personal philosophy is based on the beliefs he possesses; however, there are some principles that help create a coaching philosophy; Be yourself, be willing to listen, set goals, be a good influence, and have fun. A coach must believe in the knowledge he owns and be sure he is doing a good job. No one is perfect, that should be understood, but he must make an effort to create a good connection with your team. Also, honesty with your athletes and assistant coaches will help the head coach to get a feedback. On the other hand, a coach must always keep his goals in mind and reach them in every training or game. However, he should be open to any opinion or idea that his athletes and assistants have. These could help the team and the environment. In addition, the coach must be communicative to know the needs of athletes and staff. He needs to show that he cares about the team and have a healthy environment inside and outside the play area. Listening and being listened to is the key. However, a coach can be seen as a second parent to many athletes and this is because they show to be a great role model. Respect for themselves, towards the team and assistants, and towards their own philosophy says a lot about their personality. Teaching athletes values ​​such as teamwork or being responsible will allow them to develop skills in their personal lives and change their environment in a positive way. Finally, both the coach and the athletes need to have fun and laugh during training. This helps to

The duty to instruct properly contains instructing athletes concerning moves that are unsafe and unsportsmanlike, are against the rules, and are used to possibly injure an opponent. In coaching, don’t send a player to the mound and tell the player to look at the ball and hit a home run. Coaches must practice with players on techniques and videos to insure the player know what they are to be looking for. To achieve these goals, set up a progressive series of practices. The component of progression includes the ability of the coach to instruct each skill level using a progression that moves from simple to complex. Throughout the planning process, coaches should be studying successful lead-up techniques that can be used for their sport and adjusting them, if need be, to meet the needs of individual athletes.

The attitude to a culture of coaching needs to change. Line managers at the moment generally don’t see this as their role. Line managers already have some of the necessary skills needed to coach but as ILM (2011) states “coaching is a management skill that people have to work on and improve. This calls for training, experience, ongoing development and support.” This therefore means that ongoing training will be needed. The way to support line managers and to make sure they believe in the importance of this programme is by using workshops and allowing managers to choose if they want to be involved or not. Forcing someone to be involved is likely to cause issues. Set the managers up for success with the understanding of

In CIPD (2013) development techniques are used to define coaching and mentoring as one-to one discussion in order to enhance the individual skills, knowledge or work performance. Coaching and mentoring are very important part for training which is considered as the spectrum of talent management, due to this will emphasized on development new skills and directly give benefit to the organization as well as the individual or they assist people to conquer obstacles and develop their career through enhancing relationship with more experienced individuals (CIPD, 2014). However, Flexible techniques used for training are on the use of one-one discussion and focusing to increase knowledge, skills or work performance (CIMA, 2008).

Aim: In this investigation I will be focusing on coaching techniques in particularly for a netball team. The goal will be to develop a drill and skill training session, that will be delivered to an under 10 netball team at Gazelles Netball Team, Argana Park.

& Evans, B. , 2010). A leader should help push their team members to be successful, and give them opportunities to succeed (LeSage, P., Dyar, J. & Evans, B. , 2010). Always offer help if the team member needs it, but overall needs to help direct the way for accomplishment (LeSage, P., Dyar, J. & Evans, B., 2010)”. It is important for a leader to take responsibility for their team and its important to be responsible for the team’s actions afterwards, and create a learning environment (LeSage, P., Dyar, J. & Evans, B., 2010).

According the April 2010 addition of Forbes, 63 percent of organizations use some form of internal coaching, and more than half of those who don't plan to. Yet, in companies where coaching is already practiced, half of the managers spend less than 10 percent of their time coaching others.

Coaching is a process, not a one-shot deal. Coaching sessions with employees usually take place over several weeks. The initial session is to identify the problem behaviour, elicit input from the employee, and provide specific coaching suggestions. Then, over the course of the next few weeks, you observe performance, providing immediate feedback (both positive and negative) as appropriate. Within two to three weeks, sit down with the employee again and let him or her know your perception of how things are going and ask the employee to tell you how he or she feels things are going. Ask the employee whether there is something you can do to assure his or her success. If necessary, redirect the employee toward appropriate behaviours and repeat the cycle until the behaviour meets your expectations. We find it helpful to provide the employee with a written coaching plan. This is not for the purpose of documentation, but rather to enable the employee to refer back to the specific steps that must be taken in order to be effective on the job. Coaching plans are written in a positive, upbeat manner. Start out by thanking the employee for his or her cooperation and indicating your confidence in his or her ability to successfully achieve the behavioural changes required. Next, make suggestions that include identification of the problem behaviour and appropriate alternative behaviours.

The aspiration of this paper is to provide a development plan that will speak to the member’s characteristics of “Learning Team B” including the team members designated manager. Providing that the plan is effective, it can be utilized to influence the needs of the team. Also, it can be used as an instrument for the team members to assess his or her skills, strengths, weaknesses, and necessary resources needed to assist them reaching their career goals. The dynamic element of this plan is to empower each person with a strategy on how to become a successful person along with retaining his or her position for an extended period.

Every good team, whether in sports or business became that way because of having a coach to provide direction and support in good times and bad. Becoming an effective leader to your team means that you will need to become comfortable with your own personal coaching style and become confident in your ability to lead a team to instill confidence in your team members. Not everyone is a natural born coach, but by being an effective leader and being able to effectively champion the members of your team, you should see improvement in performance. Simply put, being a good coach means helping others perform better by helping them improve their existing skills, correcting poor performance, or developing new skills to bring them to higher achievement levels.

This paper will explore some ways to effectively create and manage a team. There are many differing styles, so I will try and focus on the ones that I would chose personally; and match my style. With my style being eclectic, this is a pretty broad statement. I like to take, what I feel are the best ideas, and transform them into my own. I like to think that if given a team, I would be a great manager; being able to bring out the best is my workers. No matter what style you take on, you have to be ready to adapt at a moments notice. This paper will look at ideas and ways to accomplish this task.

The following three paragraphs are from my understanding for ''Effective Coaching Skills'', (How to guide, 2014):

One of the greatest challenges a leadership has is in moving his or her team though the various team development stages. If a manager has no, or little experience of teams and team dynamics then taking over a team and then leading that team can be a very stressful experience. Every manager should know what the various growth stages are of a developing team and they should know how best to move the team through these stages with the minimum of fuss and stress. Unfortunately, many managers do not get the necessary training or coaching in this area of team development and as such teams go through a lot of stress and turmoil when perhaps this could be minimised quite considerably.

The psychology of coaching can be understood as the efficient application of behavioral science to improve work performance, life experience, and the wellbeing of people, groups, and organizations. This technique is used to enhance these various aspects for people who do not possess medically significant mental health challenges or unusual distress levels. Coaching psychology is a relatively new educational and applied sub-discipline even though psychologists have acted as coaches for a long period of time. The growth of this profession has resulted in the emergence of several coaching models that are used by psychologists to help clients enhance their experiences. An example of these models is the Systemic Psychodynamic Coaching modality, which is applied in everyday life, especially in relation to personal problems. While it differs from other coaching modalities, this model can be used with various individual clients.