Essay on Offer Learning Opportunities to Specific Needs

Provide individuals with new opportunities to gain new skills and personal growth (Michael & Technical Information Service, 2008).

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It is indisputable that the core function of the ICF is to train and certify coaches. During the ICF coaching training program, coach trainees are required to complete between 6 and 15 hours of observed coaching. Every coach trainee is paired up with another coach trainee leading to a combination referred to as peer coaches. In this process, one trainee serves the role of the coach, and at the same time, another trainer serves as the client for several sessions. Which they later interchange. As the process comes to an end, the trainee serving as a coach receives feedback from the trainee serving as the client. Currently, the coach's feedback is delivered real-time in-person, by video conferencing or phone. In this case, I have several concerns that question the level of the genuineness of the client's feedback and evaluation. In my opinion, some of the coaches may feel guilty to award the correct evaluation and scores to their peers.

Technology has improved over time to allow coaches more flexibility. Nonetheless, the ICF has not made use of the current technology to allow peer coaching to be evaluated by various coaches for effective peer coaching feedback. Therefore, some of the questions raised amidst the concerns include but are not limited to:

1. How should the coaching process take place to bring out the correct evaluation?
2. Which platform is the best to deliver engagement and awareness?
3. Which is the right platform that will help in making use of various trainers in the coaching process?

A learning management system (LMS) is a system application for the organization, documentation, following, announcing, and conveyance of coaching courses or preparing programs. A learning management system is an idea developing straightforwardly from e-learning. Learning management systems enable the coach to convey material to the trainees, control tests and different assignments, track coaching advance, and oversee record-keeping. LMSs are centered around internet learning conveyance, however, bolster a scope of employment, going about as a stage for completely online courses, and also a few half and half structures, for example, mixed learning and flipped classrooms. Other learning technologies can supplement LMS, for example, a preparation of administration framework to oversee teacher drove preparing or a Learning Record Store to store and track coaching information.

Platform

Following preliminary research, PRACTICE gives the appropriate platform where peer coaching evaluations can take place. It is in this regard that I suggest a new peer evaluation process for the coach trainees. PRACTICE would go a long way in allowing the coach trainee to audio or video record their peer coaching session, upload on to PRACTICE, and allow for peer evaluation. It is important to understand that PRACTICE gives rooms for many peers to evaluate the coaching sessions without their identity being revealed. It is worth noting that anonymous feedback brings on board more honest feedback. In this case, instructors will have the confidence to assess their trainee since in the normal use of video and phone evaluation the coaching pairs are always hesitant to criticize their peer hence becoming a disadvantage to the coach trainee. PRACTICE can go a long way towards removing the challenges that are becoming part of Learning Management Systems in the coaching process of organization. At the same time, PRACTICE is affordable. The guideline is free of charge, in this way wiping out a decent segment of budgetary obligations that go with the upkeep of Learning Management Systems.

Showcasing

PRACTICE would randomly select coaching sessions for other coach trainees to evaluate. All the coaches will have access to PRACTICE to enable them to evaluate three peer coaching sessions. Every individual in the PRACTICE, for example, the ICF, coach trainee, coach client, and the instructor will go about at personal level. The instructor would have uploaded an evaluation form into PRACTICE of which the coach trainers will use to evaluate the coach trainee on the session they have selected. In this case, every coach trainer is allowed to evaluate the coach trainees. After the completion of the evaluation process, every peer coach is required to upload their forms back to the PRACTICE. The coaches will be allowed to evaluate any coached.

The question to be used in the PRACTICE for assessment are:

1. List particular contribution you have made to the company or customer?
2. What are your goals for the next three month for the organization?
3. What has been your greatest success for the last half a year?
4. On the scale of 10, rate your job satisfaction and state the reason
5. Do you have any question for the International Coaching Federation to address?

The above questions will serve as the yardstick towards understanding the coach trainee on the International Coaching Federation.

The above questions are vital since:

First, one of the fundamental purposes of worker execution assessments is to, well, assess the employees. Making this will enable the International Coaching Federation to get a thought of the sort of staff this employee is and how he/she contributes their endeavors to the general work environment. These questions are decent to ask to conceivably find any great work an employee may have done that the ICF may not have thought about before. The inquiry likewise enables managers to decide whether a representative merits keeping on also (Dominguez, 2017)Second, the inquiries enable workers to search inside themselves and distinguish what they need to accomplish in the given measure of time. This time span will enable the employees to gauge their victories and objective accomplished. Furthermore, bosses ought to examine what they feel ought to be a piece of a representative's objectives, both here and now and long haul (Dominguez, 2017). Third, by making the inquiries, coaches can perceive what a specific employee esteem a win, which says a considerable measure in regards to their hard-working attitude. For trainers, this inquiries will assist them with seeing what they are adding to the International Coaching Federation regarding achievement and could urge them to end up more effective over a given period (Dominguez, 2017). Through these questions, the trainee ought to have the capacity to voice his worries about his activity and the environment around him. On the off chance that a trainee reports something negative, the coach, instructor and ICF can find a way to adjust it. The other way, if a trainer is content with everything, the coach, instructor, and ICF should observe every one of the variables that make a positive coaching environment and guarantee that they proceed (Dominguez, 2017).

Lastly, by allowing trainees ask questions, here, the International Coaching Federation can find out about what they can improve themselves professionally in the coaching environment. Trainers can make inquiries about things they might be confounded above ut or might want more data on to improve as a trainer. Also, trainers can characterize their long-term objectives are at this stage, with the assistance of the ICF (Dominguez, 2017).

Assessment

The trainers will be evaluated on the scale of 1 - 7 as shown below:

1. Poor
2. Below average
3. Average
4. Above average
5. Good
6. Very good
7. Excellent

After the evaluation of every coach, the coach will leave an additional comment or observation at the end of every assessment form. The internal managers do not indicate their names or pictures for the sake of anonymity.

The above assessment will come along with the following benefits:

The reason for trainee assessment is to quantify coaching execution. Numerous assessments give quantitative estimations fundamental to a creation situated coaching place. Other coaching assessments will furnish ICF with measurements in regards to the nature of the trainees coaching program. The significance of a trainee assessment is that it's instrumental in deciding if a trainee's range of abilities is suitably coordinated to the trainees coaching activity (Mayhew, 2018). ICF should persistently evaluate their representatives' qualities and shortcomings. Hence, coaches and instructors are better ready to coordinate capability to coaching programs. Trainee's assessments give an evaluation of the qualities and shortcomings of singular trainee and additionally the collective talents of trainees by office or group. For instance, a trainee assessment can uncover whether the trainee has the solid capability in the coaching program, yet shortcomings in applications will also be unraveled. Evaluation of trainee's qualities and shortcomings...