Shelley Griffiths unit 8 facilitate leaning and development in groups

The forming stage is characterized by dependency, and need for acceptance and guidance. In this stage the "meet and greet" is done. During the meet and greet each member gathers information that will determine the strength of potential relationships amongst group members, as well as establish group hierarchy. Generally, in this stage the leader of group is selected. The group leader has a tendency to be someone that is viewed as stable and

Cami Machado has previous experiences and therefore feels confident and eager for the first session of the trainings. However, the general evaluations of the course were poor and most of the trainers had no clue of what was

2. Development of a comprehensive in practice training program which will focus on one to one coaching necessary to ensure optimal results, this design program will include:

As a Sports Practitioner I am responsible for delivering coaching sessions to teach specific skills to a group of 15-17 year olds ensuring that the young people are able to coach their own sporting activities/sessions in different Community Partners e.g. Primary Schools, Leisure Centres for the disabled etc… During the course of the Summer I worked with 8 different groups and each week we worked with a different Community Partner, I was in charge of leading this process and it was my responsibility to make sure I prepared and planned a suitable session for each organisation beforehand by researching as much information as I could for that particular age, ability and needs. I had to make sure I followed simple rules and stick by them 1) Be professional at all times; 2) Interact with people; 3) Encourage and motivate the young people; 4) Praise the young people when doing well; 5) Provide constructive criticism; and 6) Be a good role model for the young people.

Coaches must ensure they incorporate the principles of skills acquisition into each session and support and manage the coaching process effectively ensuring they include the participant in every stage of the process. When they first begin the process, they must be able to identify and recognise the needs of each participant and make every

Team building competences are best acquired when you develop clear detection of roles such as with leaders and manager. Seeking to put people in positions where they can be the most effective in getting things done and being successful. We also welcome feedback and feedforward approach to once again foster creativity and promote more communication between everyone (Wakeman.C, 2015). From a leadership position, the feedforward approach is another way at also looking at future performance, which is good for the health of the organization. The feedforward approach and coaching focuses on goals, not standards

Sharing and cooperation have passed the tests of time. As humans, we are constantly looking for that human connection and membership within a group. A complex of simultaneously applied instructional approaches, each reinforcing and/or complementing the other can enhance collaborative learning and social interaction amongst group members (Kreijns et al. p.338, 2003). Working together has never been so important, and effective teamwork never so stressed, bringing people together who would otherwise be easily divided with technology.

A coach should be well organised and sessions set up with a clear objective in mind. If he has all of this then his session will be more efficient and run more smoothly. If the training session is well organised in time slots it means that he will have a rough idea of how long the session he will have and whether he can adapt it in

The client may not be open to accepting what the coach has to offer or the client may have unrealistic expectations of what the coaching process can provide. These discrepancies should be discussed in the initial meetings between coach and client. If the differences are not overcome and continue, a negative coaching outcome is likely to occur.

I try to listen very careful the group reflection and whenever i feel that we are going out of the training purpose i react and Direct discussion towards relevant topic.

First you need to identify the individuals training needs, if this is not done the training will be a waste of time as they may already be

• Helping to keep up morale e.g. all are experiencing the same problems i.e. mutual support- can help each other through any difficulties

Each member can develop own skills (It is impossible to remain on the same level – too high pressure)

Being friendly and bubbly and getting to know each individual client, is the secret to setting the right atmosphere with them. It will help the young person to feel relaxed and also - enthusiastic about starting their training. I need to try and make it clear that I’m not another teacher telling them what to do; but am ‘partnering’ with them to help them to reach their fitness goals.

ƒ When training, maintain eye contact with the participants. ƒ Use energizers to liven up participants when they look tired or dull. ƒ Follow up your participants’ progress after the training. ƒ Make learning FUN and smile at your participants. This way, you will have the full attention of the group. the attention of the participants on you. ƒ Check understanding by asking the participants questions on what you have been training. ƒ Always appreciate the participants’ contributions. ƒ Adhere to the training program ƒ Conclude the sessions by visualizing the subject covered ƒ Always appreciate the participants’ contributions