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i choose Oscar model The leadership competencies of coaching and effectively providing feedback differentiates effective leaders from ineffective leaders. By creating a supportive work environment

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The leadership competencies of coaching and effectively providing feedback differentiates effective leaders from ineffective leaders. By creating a supportive work environment that values learning and development, great leaders help their team members realize their potential and maximize their performance, both personally and professionally. Instructions You will compose a business letter addressed to your Walmart manager to persuade them that you are the best-qualified person to lead a new high-performance team in your store. To complete this assignment, use course content and conduct additional research on leadership skills used to provide coaching and feedback. Follow the directions in the steps below and include your answers in your business letter: 1. Apply critical-thinking skills to answer the following: - Identify and define the leadership skills needed to inspire and motivate team members to improve performance - Explain how coaching and effective feedback could improve associate performance in your Walmart store or business 2. Explain the steps you would use to inspire, coach, and provide feedback to your new team based on one of the models below: - OSKAR - GROW - TGROW - CLEAR Submit your final draft for this assignment. Originating from the Solutions Focused Approach the OSKAR coaching model is a powerful framework to help your coaching sessions focus on solutions rather than problems. Here is a brief description of the different stages (adapted from 'The Solutions Focus' by Paul Z Jackson and Mark McKergow). THE FIVE STAGES OF OSKAR - Outcome - Scaling - Know-How - Affirm \& Action - Review - what your coachee wants to achieve - this may be in the long, medium and short term - what they want to achieve from the session itself and how they will know it has been useful to them - the 'future perfect' in other words the perfect scenario desired by your coachee. At this point you might want to ask the miracle question which really helps the coachee strongly visualise and in detail their desired outcome. SCALING Once your coachee has a clear picture of their desired outcome you can then establish where they are already in relation to this. Using Scaling Techniques are a very good way of helping to quantifying this. e.g. On a scale of 110, where 1 represents x and 10 represents y, where are you in relation to this goal. KNOW HOW - What skills/knowledge/attributes do you currently have that will help you? - When have you done this/something similar before? - What would others say is working for you? This stage really is about 'digging for gold' and plenty of time should be taken to establish the resources your coachee has available to them. AFFIRM \& ACTION Affirming - this is about providing positive reinforcement of what you have heard... reflecting back positive comments about some of the keys strengths and attributes your coachee has revealed e.g. I am impressed with the knowledge you have in this are?' or it's evident from what you have just said that this is working for you Action - this is about helping your coachee determine what small action or actions they will now take. This final stage of the OSKAR coaching model is for reviewing progress against actions and is therefore most likely to take place at the beginning of the next coaching session. The emphasis is on reviewing the positives: - what is better? - What did you do that made change successful? - What do you think will change next

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