Course Description
Intensive practice in coaching. Students will coach a practicum client through the phases of the Inquiry-Action Coaching Process.
Athena Title
Organization Coaching Pract
Equivalent Courses
Not open to students with credit in LLOD 8440E
Non-Traditional Format
Practicum.
Pre or Corequisite
LLOD 8420 or LLOD 8420E or LLOD 8430 or LLOD 8430E
Grading System
S/U (Satisfactory/Unsatisfactory)
Course Objectives
Upon completion of the course, students should be able to: 1. Apply the Inquiry-Action Coaching Process. 2. Engage in a real-life coaching experience with a practicum client. 3. Implement interpersonal and communication strategies for effective coaching (i.e., listening, asking questions, giving feedback, being direct). 4. Manage the coaching engagement (i.e., facilitating the coaching interaction, keeping the client focused, preparing for coaching, handling problems that arise during coaching). 5. Self-assess your coaching effectiveness. 6. Work with a Practicum Coach to receive coaching on your practicum coaching engagement. 7. Organize and implement executive coaching interventions such as assessment, feedback, questioning, and developing a coaching plan. 8. Identify and apply interventions appropriate for executive coaching. 9. Help the client maintain changes and develop accountability checks. 10. Document coaching interactions with the practicum client in terms of steps followed, problems encountered, and self-assessment of your coaching strengths and weaknesses. 11. Plan assessment of organization coaching (tools, interventions, demonstrating impact). 12. Develop a toolbox of coaching interventions. 13. Develop a plan for continuing education as an organization coach. 14. Develop a plan for practicing organization coaching (internal and/or external). 15. Apply intervention theory and possible coaching interventions. 16. Synthesize the role of learning in organization coaching.
Topical Outline
Inquiry-Action Coaching Process — IACP Effective coaching follows a process model. A caution is that the coaching field is unregulated and charlatans abound. An effective coaching process is similar to an action research model that follows a cycle of diagnosis, planning, intervention, and evaluation. This model is under development (Bierema, 2019). Phase 1: Initiate Coaching and Agree on the Scope, Stakeholders, and Expectations of Coaching Launch the relationship and build trust 1. Contract 2. Build rapport 3. Learn about each other Phase 2: Inventory and Assess the Client Discovery and Learn about the Client and their Context 1. Take assessments 2. Discover insights about the client 3. Understand the context of the client’s work Phase 3: Analyze and Interpret Client Data Analysis of the multiple data collection and development of a plan to address problem or growth issues 1. Analyze the data and insights from the assessment phase 2. Clarify key drivers and values 3. Analyze and track weaknesses 4. Identify gaps between current reality and desired future 5. Draft an intervention plan Phase 4: Aspire for and inspire Client Learning and Change Implement the plan using cycles of action and reflection 1. Decide the intervention plan 2. Teach client new tools and strategies Phase 5: Act and Intervene to Change Client Thought and Behavior 1. Implement the intervention plan 2. Client puts plan and new behaviors into practice 3. Reflect on progress 4. Adjust as needed Phase 6: Account for Client Results and Change Integration (change and sustainability) Help clients safeguard changes and make them permanent 1. Evaluate progress 2. Ensure accountability 3. Verify support system 4. Asses integration of changes
Syllabus
Public CV