Briefly describe an organization and its attributes that lead you to conclude it would benefit from coaching.
This assignment is in 2 parts and should be 2 separate documents: *** PART ONE The assignment 1 page 1. Briefly describe an organization and its attributes that lead you to conclude it would benefit from coaching. So the attributes are issues or problems with leadership and or strategy (i.e., making bad decisions, being indecisive, or some such). 2. Being specific (not general) explain how the organization and its stakeholders (e.g., community, customers, stockholders, etc.; NOT the individual leader) could benefit from coaching. Please remember, as the assignment notes, you are to use this weeks readings to support your arguments, which means to include at least three academic citations and associated references in your discussion post. MUST USE SOURCES BELOW AND IN-TEXT CITE *** PART TWO – The Assignment 2 page paper that 1. Briefly describe organization used in the discussion post (DO NOT copy and paste) 2. Describe two (2) factors of the organization you have identified that may help coaching to be effective (e.g., supportive senior leadership, supportive stakeholders, a culture or learning, etc.) 3. Describe two (2) factors that might hinder effective coaching (e.g., organizational politics, being seen as weak if coached, etc.) 4. Describe the challenges you as a coach might face if working with a leader in the organization you described. Again, be specific and use citations, please do not provide one sentence generalities. Please remember, as the assignment notes, you are to use this weeks readings to support your arguments, which means to include at least three academic citations and associated references in your discussion post. MUST USE SOURCES BELOW AND IN-TEXT CITE Recommended readings for this week: Grant, A. M., Curtayne, L., & Burton, G. (2009). Executive coaching enhances goal attainment, resilience and workplace well-being: A randomised controlled study. The Journal Of Positive Psychology, 4(5), 396-407. doi:10.1080/17439760902992456 Dahling, J. J., Taylor, S. R., Chau, S. L. and Dwight, S. A. (2016), Does Coaching Matter? A Multilevel Model Linking Managerial Coaching Skill and Frequency to Sales Goal Attainment. Personnel Psychology, 69: 863–894. doi:10.1111/peps.12123 Resources: Kombarakaran, F. A., Yang, J. A., Baker, M. N., & Fernandes, P. B. (2008). Executive coaching: It works!. Consulting Psychology Journal: Practice And Research, 60(1), 78-90. doi:10.1037/1065-9293.60.1.78 Sherman, S., & Freas, A. (2004). The WILD WEST of Executive Coaching. Harvard Business Review, 82(11), 82-90. McGovern, J., Lindemann, M., Vergara, M., Murphy, S., Barker, L., & Warrenfeltz, R. (2001). Maximizing the impact of executive coaching: Behavioral change, organizational outcomes, and return on investment. The Manchester Review, 6(1), 1-9. Retrieved May 22, 2009, from http://www.coachfederation.org/files/includes/docs/049ManchesterReviewMaximizingImpactofExecCoaching2.pdf
