Unit 7 Effective Coaching Styles Paper

Respond to the question posted and write a minimum of 250 words for this question with a minimum of one source for the response. Next respond to two classmate’s postings with a minimum of 100 words per post. You are required to use a reference source for each response. Please use apa fromat and cite with scholarly sources.

1. What style is most important in using a coaching approach and why?

Two Students Responses

from Robert

The performance management process often involves both praise and negative feedback. A key aspect of the performance management system is coaching. Long before arriving at discipline to improve performance, managers must ensure that the employee has been coached for improvement. Coaching is important at all levels of the organization, from entry level to the executive suite. According to School Psychology, “In a recent meta-analysis of 60 randomized controlled trials, coaching was found to produce positive effects on instructional practices and student academic achievement” (Reddy, Shernoff, Lekwa, Matthews, Davis, & Dudek, 2019, p. 14-15). All organizations can benefit from coaching and feedback sessions as part of an effective performance management system. In order for employees to achieve their goals, management must provide feedback (Aguinis, 2013). The feedback should include both praises and suggested improvement areas.

One of the most common disciplinary mistakes in the performance management of employees is to immediately move to the formal disciplinary process when performance goals are not being met. Discipline and termination should be the last resort when employees do not respond to feedback (Aguinis, 2013). Noted in Journal of Public Administration Research & Theory, “We focus here on a cluster of key, intertwined management practices: setting challenging but feasible goals, building trust through credible commitments, encouraging employee participation, and providing feedback” (Favero, Meier, & O’Toole, 2016, p. 327). Management must give employees feedback and coaching, as well as additional training, in order to help the employees improve their performance. Moving directly to the formal disciplinary process without giving the employee a chance to improve is detrimental to the employee and the organization. Most employees want to improve and succeed in meeting their goals.

from Terry,

The textbook defines coaching as a collaborative, ongoing system in which the supervisor interacts with workers and takes a responsible role in their performance (Aguinis, 2013). Coaching also involves directing and motivating employees. Coaching also involves rewarding employee behavior. Coaching has become a critical element in achieving a competitive advantage. Organizations that promote, encourage, and establish a coaching culture will be ahead of those that do not (Aguinis, 2013). A 2013 article in the Journal of Business & Psychology magazine focuses on managerial coaching. The report states that when done correctly, coaching can have a positive influence on employee role cognition, work attitudes, and overall performance (Kim, Egan, Kim, & Kim, 2013).

There are four main coaching styles. The four coaching styles include driving, persuading, amiable, and analyzing (Aguinis, 2013). The driving style is characterized as the manager telling the employee what to do. The persuading style is described as the manager selling the employee on what he or she wants them to do. The amiable style is defined by wanting everyone to be happy. Amiable coaches are more likely to be subjective as opposed to objective (Aguinis, 2013).

The fourth coaching style is analyzing style. The analyzing style is characterized as the process of evaluating performance in a logical and systematic way. The analyzing coach will follow the rules and procedures when providing a recommendation (Aguinis, 2013). As it relates to coaching, there is no one size fits all approach. The writer served in the military. The military teaches that the situation dictates the appropriate style. A situation may call for a direct coaching style. Another situation may require a persuading coaching style.

Coaching is a useful leadership tool for assisting project managers in coping with the pressure and the demands of managing complex projects successfully by balancing time, scope, resources and quality constraints (Wenu & Tan, 2019). The writer has been in management for over twenty-five years. The writer has found that a more direct coaching style is warranted with newer employees. While, generally, a more amiable coaching style is appropriate for veteran workers. An over-emphasis on any style can be harmful to the coaching process. Poor coaches stick to one form of coaching because they are more comfortable with a particular style. The real answer to the discussion question is that a combination of coaching techniques is needed.