Theories of Coaching.

Running Head : EVALUATION OF JOE R

An Evaluation of Joe R 's Performance and a Proposed Coaching Strategy (student 's name (university

An Evaluation of Joe R 's Performance and a Proposed Coaching Strategy

Joe R . is a systems analyst who has proved himself to be an effective Information Systems team manager . Due to the recent change from the project team model to an integrated matrix model , the organization forced the information systems team to collaborate with the business and marketing teams . This change of systems have affected Joe 's performance significantly

, changing him from the efficient and effective team leader to someone who has started to feel frustrated over the changes . In the first place , Joe never had high regards for the business and marketing teams . Secondly , Joe has been accustomed to the old system where he had full control over the financial and personnel resources of his team . Now that he needed to cooperate with the other team members for important financial and personnel decisions , Joe has complained about the apparent lack of cooperation from the other team members who seem to have put into doubt each and every request he makes . He also complained about not being included by the team managers on decisions regarding personnel allocation

Joe has proved himself to be an asset with valuable skills and coaching him seems to be the best option given Joe 's present predicament . In this , Joe will be assessed using the three evaluation models . In the assessment , Joe 's strengths as well as specific areas for growth shall be determined . Once these have been established , a rough statement on how to possibly establish a coaching relationship with Joe will be addressed . The plan of action for both Joe and the coach shall be established , assuming that Joe accepts the services of the coach . The goals of the coaching process as well as the strategies to be employed by the coach shall also be established

Before moving into Joe 's assessment per se , a few words on the different assessment models are in place . Flaherty (2005 ) spoke of three assessment models : the five elements model , domains of competence model and the components of satisfaction and effectiveness model . These three models , as their names indicate , assess three different things . The five elements model assess the individual in the perspective of his /her concerns , commitments , future possibilities , personal history , and mood In one way of another , this assessment method gives the coach a general working perspective on the individual 's temporality , i .e , the individual 's past (personal and cultural history , present (mood immediate concerns , and future (commitments , future possibilities . The domains of competence model , on the other hand , assess an individual 's accomplishment via the perspective of the individual 's state of health ' in three domains : self-management , relationships with others and the facts and events domain . Minimal competence ' in these three domains (Flaherty , 2005 ,

. 83 ) is assumed to be necessary for an individual to truly accomplish something , that...