By Min Chen Sheng research Paper
(leadership coach, CHINA China C)
Foreword
Corporate executives in leadership development programs (Leadership Development Program for Executive, hereinafter referred to as LDPE), learn the patterns have evolved from teaching to coaching (Coaching) and guidance (Facilitation), therefore, this article would like to coach and guide the two kinds of skills applied to compare.
Action – observation – reflection mode
Leadership in the design of the learning process, mostly through experience, reflection from. Colbert (Kolb, 1983) believes that when people take the time to think, they will learn from their own experiences to more in the ” action – observation – reflection “mode (Action-Observation-Reflection Model, AOR) in , a leader in application of learning, through the “action, observation, reflection” three stages, its leadership will be strengthened, which is called the design basis LDPE.
If a person just act without observing the consequences of action or not they are to reflect on the importance and effectiveness, say that learning from experience him is pointless. The so-called experiential learning or action learning, learners by observing the consequences of their actions, and reflect on how it can change their behavior and become a better leader, he must be repeated after the “action – observation – reflection” three stages. The three leaders mechanics who哈格斯; Ji Nate, Kofi its co-wrote “Leadership – enhancing the experience accumulated in Leadership,” a book that the development of an effective leader is the way “through the experience of Figure 1 Spirals ” [1] .
Traditional teaching methods in imparting knowledge leadership played an important role, but a growing number of courses began to use a personalized feedback method , for example, personality, intelligence, values, interests, and 360-degree leadership assessment tools for practitioners force requirements of peer assessment or give feedback; case analysis will include a description of the various leadership situations and leadership skills as an analytical material discussed; either through role playing , participants are assigned to certain roles in certain situations to better understand the skills associated with exercise; addition, the design simulation and games is also a way to learn, so that participants in the game to experience situational leadership challenges or difficulties in decision-making problems.
In a large number of high-level business-oriented leadership learning programs have AOR model as the main design concept, lectures, case studies, role-playing, simulation and game mixed use, to improve leadership skills. Which is in line with the coach and guide individualized learning design approach AOR leadership patterns, especially in leadership in the learning program executives.
Following on terms related to this article a brief definition and explanation:
Coach
The so-called coaches, is a self-excited customers seeking solutions and countermeasures capability [2] , with the executives, is to assist their personal influence to play and challenge themselves and improve performance in order to maximize its organization and life value. References to Smith and Sandstrom (Smith & Sandstrom, 1999) view: “Enterprise is one head coach, relationship catalytic (Facilitative, which is guided) to help executives object to a business or organization, Coaches should be in the interests of the parties as a starting point, focusing on the development and effectiveness of the organization, will help to enhance organizational effectiveness. ” [3]
One of the coaches coach talks are the most common form, and some enterprises in order to more efficient use of the coach, the coach takes the form of many organizations, regardless of which way we usually use a mirror, sounding board, or is to describe the role of cheerleader coach, mainly because of its spiritual companionship and support customers.