Reference no: EM132614408

Question 1: Explain GROW Model (Goal, Reality, Option, Will).

Question 2: What do coaches expect to gain from coaching? And how will we know at the end if these benefits are realised?

Question 3: How would you define coaching? What does coaching mean to you as a Coach and as a Trainee?

Question 4: Identify the types of questioning approaches most beneficial for different types of coaching conversations?

Question 5: How might you reframe coaching strategy based on organisation context and needs to achieve an organisation goal?

Question 6:While working in your organisation, what is the outcome you are looking to achieve in the next five years?

Question 7: What would it mean to you if you could achieve your target in the given deadline?

Question 8: What strategies could you put into place to identify organization requirement and Individual requirement to achieve organisation goals?

Question 9: Explain the ADKAR Model.

Question 10: How would you define your goals?

Question 11: How do you develop orientation and training guidelines for a coach and a trainee?

Question 12: What materials need to be prepared for the training?

Question 13: What options do you have to achieve your goals?

Question 14: What kind of assessment instruments, tools, or techniques do coaches go through with a new client?

Question 15: What are the concrete, actionable plans that a coach can follow to achieve organisation goal?

Question 16: As a Manager, how can you create genuine belief and motivation to achieve you and your staff's goals?

Question 17: What are the legal, compliance and regulatory requirements that are required to be followed by a coach while doing coaching practice?

Question 18: What are the legal requirements to become a coach?

Question 19: What criteria must you consider in selecting a coach and a trainee?

Question 20: How to develop a mentoring and coaching culture in your workplace?

Question 21: Explain behaviour-based coaching approach?

Question 22: How do you develop guidelines for hiring a coach and a trainee?

Question 23: Explain mechanisms and procedures to measure matching and managing a relationship between a coach and a trainer.

Question 24: How does a coaching partnership work?

Question 25: What is the definition of coaching in the workplace?

Question 26: Explain coaching in workplace?

Question 27: How do you empower a coach or a mentor?

Question 28: What are the benefits of effective communication in the workplace?

Question 29: How do you resolve conflict in a coaching relationship?

Question 30:Explain the strategy and techniques to monitor coaching activities.

Question 31: How do you recognise and acknowledge coach and participant in coaching activity?

Question 32: What is midpoint assessment in coaching contract?

Question 33: Provide examples of details you can cover in final assessment of a coaching activity?

Question 34: During this final assessment how do you assess the coach and an individual?

Question 35: As a coach how often do you communicate with the organisation about staff progress?

Question 36: While working with your organisation how do you expect coaching to help you reach your personal, career, or professional goals?

Question 37: What internal and external processes need to be in place to enable the coaching programme to deliver the changes expected? And how will we know if they are working in time to change them if they are not working?