The Learning Approach For Learning

Robby wrote, coaching might mean many things to various people, as it is a word defined according to human behaviors applied to a particular setting. It is this reader’s belief his statement is true according one’s study. Robby stated, a definition proves to be difficult to quantify into meaning for every context and situation, in which, after this reader’s careful study on the subject matter, many definitions and characteristics of coaching were found. In addition to the writer’s descriptors used for coaching, which included: personal communication, relationship, passing on of wisdom and understanding, guidance, exemplification, motivation and confidence boosting, trust, sharing, and asking good questions, this reader found others that were relative as well. This reader concur with Robby’s findings in the required books of Edgar Schein, who stated, that coaching and feedback are necessary in order for learners to learn; James Rost, who suggested, that personal relationship based on multidirectional and noncoercive influence which

Organizations can assist employees learn through constructivism, more specifically situated learning through cognitive apprenticeships. Studies show the greatest learning tool was to place employees in complicated, high-risk, and stressful situations with an experienced or seasoned employees to help guide the employee handle the situation without too much involvement. For example, new healthcare workers learn more effectively when they contemplate on the negative or positive acquired knowledge. “The philosophical position of academic education that learning to know is the most important with application coming later” (Kerka, 1997, p. 28).

Within an induction period shadowing another member of staff is a useful way of learning a new role even if you are experienced at the role every work place has the own policies and procedures to adhere to. Each setting has different expectations from its staff and the service users they support, so this method of training is an effective way of introducing the work ethic and standards of each individual setting.

Work-based learning (WBL) as a method for learning is playing an increasing role in professional development and lifelong learning. There are lots of publications/articles available on Work-Based Learning, but the definitions and implementations vary from place to place. A Glass, K Higgins and A McGregor say that ‘Work based learning is any training that relates directly to the requirements of the jobs on offer in your organization’. This is one of the examples of WBL in the form of training. Work-based Learning is used as a terms in USA, for programs for school children to obtain experience from work (“Work-based Learning Guide 2002”). According to (Kathleen A. Paris and Sarah A. Mason) it gives a chance to young people

Managers are increasingly expected to be able to competently perform each of the four 'learning ' roles - trainer, coach, mentor, and counselor - for their team as the need arises. Coaching is driven by a questions addressed to the coachee. .coaching become a popular title that is being used by a lot of professionals often with no training .coaching is also solving problem, setting goals and learn new behaviours. The coaching programs was a satisfying experience for personal growth and professional development. Coaching is differ according to the culture ,this paper will illustrate the impact of coaching on employees and how to applying this methods in education level.

My job shadow experience was eye opening. In April, I went to the University of Michigan and job shadowed Brian Zahs. Brian is a Billing Calendar Specialist. Basically, his job is to bill the patients that come through the University of MIchigan’s hospital. Also, he tracks the doctor’s studies and what they’ve spent their money on. A typical day for Brian is periodical meetings throughout the week, and sitting at his desk in a cubicle working on his computer. When I observed Brian, he used different modules and programs to run the information through the University's database.

Junior job shadow is meant to be the turning point of your career; it determines whether you actually want to pursue the dream you've always had. Some may go to their job shadow and just absolutely be bored or it could be exciting. However, for me it just made me want to pursue my dream, even more, no matter the pay or how hard schooling may or may not be. Moreover, I will explain how exactly may day went, what I observed, and my job shadow experience.

A job shadows allow students to learn about a particular occupation or career to see if it might be a suitable pathway for them. Job shadows are a one-time a semester, up to four hour work-based learning experience.

According to Forbes magazine, personal coaching alone is a booming industry worth over $1 billion.(Stahl, 2016)The problem is At present the coaching industry is unregulated and there are thousands of people operating as coaches who have not received training.(O’Donovan, 2016) but what is a coach and what are they trying to achieve? The most common perception is that of a sports coach blowing his whistle on the athletics field. Although many have heard of an executive or life/personal coach, few have any real inkling of what one actually is. The confusion around coaching is not a new phenomenon, 20 years ago, Whitmore held the view that “Coaching is in danger of being misrepresented, Miss perceived, and dismissed as not so new and different and failing to live up to its promises.”(Whitmore, 1996). while the actual coaching process may be shrouded in mystery, it seems of critical importance to be able to clearly Explain what result a coach is trying to achieve when working with a client, differentiate coaching from other disciplines such as mentoring, training, counselling or consulting. We must also find out What are the unique qualities or skills that We when you’re ready coach uses are and how we can measure coaches competence in using these qualities or skills. The following essay will attempt to describe the purpose of coaching both personal and business, compare and contrast coaching with psychotherapy,

What percentage of the whole class or group met the learning target/objective. Cite the specific example and/or evidence. What criteria did you use to evaluate learning? What percentage did not meet the learning target? I believe 100% of the class met the learning objective and recognized how slavery came to be a part of America’s history and constructed a poem about what daily life was like for a slave. Every students’ poem included two details from the text about the life of a slave. I formally assessed students by asking inquiry-based questions about how economic, geographic, and social factors influenced the establishment and separation of the Carolina colonies into North and South Carolina. We completed the Venn diagram as a class

Union Bank has just celebrated their 150th anniversary in the community. Providing many products for its clients and opportunities for employees, Union Bank has been giving the community a bank that maintains a comfortable and familiar environment for everyone who enters. Being a part of a financial institute that focuses on the client and what benefits them instead of the entire relationship based on sales has put Union Bank above other institutions. People are more trusting and feel like they matter when they enter. There are several psychological theories that were used in Union Bank’s business setting.

Week 9 lecture on Individual learning we came across that in an organization learning derives from the individual learning from each member of the organization. Consequently, individual learning is crucial for organizational learning. Learning is defined as gaining knowledge or skill. Thus, learning incorporates two meaning 1) knowing how-to which is implies the ability to act and 2) Know-why, which shows the

As a part of our debate, what we want to find out what exactly is management learning within the workplace. “Management learning is an area of both professional practice and theoretical inquiry, and has a special concern the linking of these two domains in a way that advances both” (Burgoyne and Reynolds, 1997, p.2) This quotation arguably suggests that management learning requires practice and theory to be linked, so that the two domains benefit the learner by applying these two methods together in order to learn management efficiently. Professional practice or experience as previously mentioned is equally as

There are five disciplines that are central to learning organizations that can significantly improve a business. First it is essential that a business has systems thinking ability that will allow them to see how the parts of the system fit into the operation as a whole. It is hard to see the organization as a dynamic process if you fail to understand the interrelation between all the parts (Kourdi, 2009). Personal mastery is the second discipline essential to business learning. Each employee brings their work ethic, ideas, skill sets and objectivity to the organization. As their contribution is developed it adds to the learning and experience of the organization.

As previously mentioned, the concept of workplace coaching can be defined as the knowledge, skills, and processes through which people engage themselves in making the maximum impact and continually developing themselves and organizations in light of constant change. While this coaching process utilizes similar communication processes with therapy or counseling, it is not the same as counseling or therapy. The difference between the two is attributed to the fact that therapy focuses on resolution and healing of the past while workplace coaching focuses on creativity, action,