Week 3 Assignment (PSY613 Full Course Psychology Essays)

Benchmark – Coaching Assessments

Looking at a minimum of three scholarly articles on popular coaching assessments (some are suggested in the weekly readings), in 750-1,000 words, compare and contrast different assessment tools. For each tool, do the following:

Identify the main themes in the research.

Discuss the research findings and the implication in the field.

Suggest further research that is still needed.

Examine which assessment fits your niche. Explain why that assessment is best for your client population.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.

This benchmark assignment assesses the following programmatic competencies: 5.1: Select appropriate assessments.

 

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Coaching Assessments

Introduction

Coaching is a great way to assess your strengths and areas for improvement. You can also use this information to help guide your career path and make decisions about where you want to be in five years. The following questions will help you determine where you stand today and how much further along you need to go!

What are you passionate about?

Your coaching assessments will be based on the results of your assessment. You can expect to receive feedback regarding your strengths, weaknesses and areas for improvement in relation to what you are passionate about.

The coaching assessment process is designed to help you identify your personal limits and potentials as an athlete or student-athlete. The goal of this process is not just identifying the areas that need improvement but also providing information on how those areas may be addressed effectively through training methods specific to each individual athlete’s needs and preferences.

By the end of today, what one thing would you like to have accomplished?

This is a great question for you to answer. You can be as specific or vague as you like, but try to keep it focused on one thing that you would like to have accomplished by the end of today. It’s also helpful if, at some point during the interview process, you were able to identify what your major accomplishments were and how they made a difference in your career trajectory.

The interviewer wants this information because he or she wants to know whether or not there are any red flags in your background that may prevent him/her from hiring someone with these skillset into his/her team (or division).

What would you say is your greatest strength?

A strengths-based coaching assessment is a way to uncover what you’re good at, and where your weaknesses lie. By focusing on your strengths and identifying areas for improvement, you’ll be able to make better decisions about how best to use them in the future.

When I coach my clients through this process, we start by asking them some questions about themselves: What do they enjoy doing? What are their top skills at work? How does their personal life compare?

Then we look at those answers together: Are there any similarities between what makes up each person’s strengths list (i.e., “I’m good at motivating people”) or weakness (i.e., “I struggle with delegation”). Once we’ve identified these shared traits as well as any differences between them, we can begin discussing strategies for improving performance in areas where there could be room for growth—and perhaps also uncovering new skills that would benefit both parties!

What would you say is your biggest weakness?

The first thing you need to do is be honest. You might think that the worst thing in the world would be to admit that, yes, you’re a little bit lazy and procrastinate too much. But it’s better than not being honest at all!

If there are any areas where you can improve your performance or behavior, don’t hesitate to ask for feedback from your coach or mentor (or even someone else at work). They want what’s best for their team; they’ll gladly give it if they feel like they’ve done everything possible and more.

Once this has been accomplished—and trust me when I say: It will take time—you’ll have identified all kinds of things about yourself that could use some attention from others who care about them too!

What would you say is your biggest personal challenge?

The most important thing to remember when it comes to coaching assessments is that your answers should be honest and reflective of who you are. Your answers should also help us understand what kind of coach you would be.

• What is your biggest personal challenge?

If you’re having trouble getting out of bed in the morning, this may indicate that there’s an issue with motivation or confidence. If someone asks me why I want to coach them (and they’re not a friend or family member), my first instinct is to say that they need help letting their guard down because they don’t know how much fun life can be when we stop worrying about what other people think or how others perceive us; but then again… sometimes people just want someone else–anyone else–to remind them that life isn’t all bad! Maybe instead of asking what makes them happy, maybe ask: “What are some things about yourself which bring joy into your life?” Then see if there aren’t any obvious answers there too.* Do any difficult situations arise in your personal relationships?

How do you handle conflict?

If you’re not a naturally-confident person, it’s important to know how to handle conflict in a productive way. You can’t always avoid confrontations, but it’s important that when they happen you have some strategies for getting your point across and moving forward with the situation. This will help ensure that your relationships aren’t negatively affected by any problems with interpersonal interactions or disagreements.

You should also be aware of situations where there may be an opportunity for conflict but also ways in which this can be avoided altogether:

• When dealing with bosses or supervisors – know what their expectations are for performance before approaching them about performance issues; don’t expect any favors from them until there has been some improvement on an issue(s).

• When dealing with team members – try not to make assumptions about how someone feels about something unless they’ve told you what their feelings are (in which case they probably won’t appreciate being told things like “I’m really proud of myself today!”).

How would others describe your leadership style?

How would others describe your leadership style?

This is a simple, but very important question. It can help you to understand how you get along with people and what they think of you as a leader. If someone is describing you in terms of the way they see your leadership style, they’re likely doing so because they’ve observed or experienced it firsthand. They’ll likely expect that this description will be accurate—and it usually is! However, if someone else has given them their opinion about how well-suited he or she thinks such qualities might fit into an organization’s culture and hierarchy (e.g., “He’s very nice,” “He takes care of things for me,” etc.), then those answers may not apply directly unless there’s some sort of overlap between both sets of descriptions (in which case we’d have no idea why one person feels differently about something).

When do you give up on something that isn’t working?

If you’re trying to do something that isn’t working, and it’s taking a lot of time, energy and resources to keep going with the project—don’t give up on it just yet.

There are many reasons why we might get discouraged in our efforts:

• We might not have enough information to make an informed decision about what will work best for us.

• We might not feel capable of doing what needs to be done to achieve our goal(s).

• It could be that we don’t believe that our idea/product/service is good enough yet (or ever).

How long do you wait to make a decision in difficult situations?

The answer to this question depends on the situation. If you’re trying to make a decision quickly, it’s better to make a bad decision than no decision at all. But if you need more time to think about things and come up with an appropriate response, then waiting until after some thought should allow for better results—and not just because there’ll be fewer options available when deadlines loom large.

It’s true that making poor choices can lead us down the path toward our own destruction (just ask anyone who has ever been diagnosed with cancer), but it’s also true that sometimes doing nothing is worse than making poor decisions—particularly if those decisions cause harm or damage others’ lives in some way! For example: imagine how much worse things would have been if there weren’t any cars on Earth today? Or imagine what kind of future humans would have without electricity?

Who do you go to when you need support or advice around work or personal life issues?

Who do you go to when you need support or advice around work or personal life issues?

Who are your role models?

Who do you go to when you need to vent?

Conclusion

I hope that you’ve been able to take away some insights about yourself from this assessment. It’s important to understand your strengths and weaknesses so that you can make better decisions in life, both professional and personal. You can also use this information to help other people understand what makes you tick at work or home.