Barriers to effective coaching process

Today, coaching is among the most important aspect of an institution’s learning strategy. It has various benefits as a way to improve learning as well as performance. However, effective coaching experiences barriers such as the use of power, self-image, knowledge, and problem-solving (Malloch, 2017). Using the concepts of the unending coaching change in Porter-O’Grady and Malloch, I will develop a strategy for each barrier.

Use of power; it is one of the barriers to effective coaching. According to Porter-O’Grady and Malloch, a leader is not in control of the lives of other team members or circumstances where they do their work. In regards to this, a leader remains as a colleague to the team when coaching. In nurse coaching, a leader should assign tasks and allow the nurse to work.

Self-image; lack of self-esteem affects the productivity of team members during coaching. According to Porter-O’Grady and Malloch, appreciative leadership is important. In this case, a leader should use to communicate the errors or mistakes effectively without scolding when a caregiver makes a mistake.

Knowledge; inexperience or lack of personal technique can be a barrier to effective coaching. In this, coaches should act as a guide to team members and aid them develop and move in the direction they want. For example, if a nurse lacks some experience, a coach should allow the team member to acquire the skills to deliver effectively.

Problem solving; is among the barriers to effective coaching. However, a coach should build a problem-solving tool chest. In this, a coach should record previous challenges and their respective solutions that occurred in healthcare. With this information, it becomes easier to manage the current problems.

Reference

Malloch, K. (2017). Quantum leadership: Creating sustainable value in health care. Jones & Bartlett Learning.

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