The paper "The Use of Executive Coaching in a Corporation " is a perfect example of management coursework. The use of executive coaching in a corporation is one that can provide insight and growth within a given company. Not only does this provide support for those that are working closest with the corporation, but also provides new skills and a sense of leadership among managers and employees. For executive coaching to work effectively, there needs to be a solution-focused approach that is used, which provides those working in corporations with practical applications and solutions for their company.
More importantly, models that work effectively should be implemented, such as the GROW model. These are all designed to create an enhanced experience for project management within a corporation and are able to provide different solutions for those that are using executive coaching for the growth of leadership and HRM. The models that are able to work most effectively for executive coaching are based on mental simulations that provide a stronger sense of leadership. In other models, are focuses on training for technological components and the skills that are required to complete a job.
However, many are finding that leadership skills also require new mental models that are able to work more effectively within the workspace. These should be action-oriented with the ability to provide self – regulation within the work area. More importantly, project setting should be defined with scenarios that will provide leaders with the mental capacity to solve problems and to process what is needed within their business. Behavioral, humanistic and cognitive traditions are usually implemented. These all focus on the different ways in which leaders need to think and work with employees with different projects.
It is also possible to look into models for coaching such as knowledge, skills, personal, result and development coaching, all which create different results in how one is able to implement leadership capacities (Berg, Karlsen, 2007). The tools and techniques that are implemented with these models are based on building integrative techniques that can work on several levels. The tools need to provide potential leaders with a different set of solutions for projects and potential problems that may arise.
The tools that result will combine with the knowledge and skills base that is a part of this. The techniques include training and implementation that help leaders to solve problems, implement new ideas and to create innovations when working within a project. The more that creativity is used, such as play coaching, interactions and scenarios, the more likely that results will be able to become more apparent (Passmore, 2007). The solution-focused approach and GROW model will be used because of the integrative features and tools it includes. This particular solution is known for integrating the several levels of learning that are required for leadership, including knowledge and skills as well as the development that can occur within projects.
This particular focus is one that is based on goal-directed implementation. For HRM as well as leaders, this is a practical step in being able to complete projects while taking direct leadership. Self – regulation is the second component of this, which allows leaders to define what actions they need to personally take for the teams to work effectively with projects. To do this effectively, cognitions, emotions and human behavior will be used with executive training.
As this is integrated into the solution-focused approach, the more likely that those working within the atmosphere will be able to provide complete solutions (Grant, 2006).