Coaching Analysis Flow Essay Example | Topics and Well Written Essays - 1750 words

Coaching Analysis Flow - Essay Example Dominance and high ego, lack of strategic vision and inability to delegate authority lead performance deficiencies and poor performance of the team. I know this person for 6 years and can objectively describe advantages and disadvantages of his style and approach to coaching. The problem is that poor communication and lack of coordination prevents the team from effective performance and positive outcomes. The facilitator, I am working with, has no such important interpersonal skills as empathy, motivation, and communication. What has received considerably less attention than the skills is that appropriate application of these skills requires a thorough understanding of one's social setting, or social intelligence. Social intelligence has been defined in a variety of ways (Aldrich 2006). One of the ways in which executive leaders co-opt stakeholders is through their relationships with the members of their boards of directors. The main problems are caused by inability to forecast possi ble problems outside the team and lack of coordination between the facilitator and the team. ... An examination of the task bank for the software development team shows you must operate at the People negotiating level in dealings with the product owner and the other team members. You will have to be tactful, tolerate others, listen to their concerns, share ideas with team members in an acceptable manner, and deal constructively with conflict. The main problems need to be addressed are communication and cooperation between the facilitator and team members, delegation of authority and change in leadership style (Brocato 2003). Coaching Analysis Flow The problem is worth solving because it will help to improve communication and performance outcomes. Most of the likes and dislikes, preferences, and displeasures experienced in carrying out particular activities are registered on a subconscious level. People tend to become aware of them only when questioning certain choices and decisions. To some extent determinations about who we are and how we got that way may be a theory that we test from time to time by trying new things, undertaking new experiences, pushing ourselves to extremes, and in the process affirming or disconfirming theories about ourselves.In the course of growing up, people focus on particular interests and content areas. But perhaps more importantly, they develop behavioral styles, preferred ways of functioning, and preferred environments to be in (Brocato 2003). The performance deficiencies are that nobody knows obstacles outside the team members control. If problems occur, team members are not ready to solve or prevent them. In some cases, negative consequences follow good performance. It de-motivates employees and brings anxiety and depression. People learn to make numerous other adaptations to