Marginal Performer
...Prior to teaching, the individual served and retired from the United States Army. The first teaching position was at another elementary school in the school district. There the individual was provided with a mentor for the entire school year before being forced to transfer to the current school building. The challenge became apparent for the individual once placed in an undesirable grade level. This prompted an unwillingness to make an effort and learned helplessness began to set in for the individual.
As a result, the individual was chosen as a target to apply the coaching process with as means for improving the situation for the organization. According to McCauley & Van Velsor (2003), the coaching process is referred to as a framework that offers a practical guide for increasing the likelihood of successful outcomes. There are three phases in the coaching process consisting of preprogram activities, program implementation activities, and post-program activities. Before applying the coaching process to the targeted marginal performer, a brief description of the coaching process will be provided.
An assessment of the marginal worker’s needs is conducted to identify weaknesses, or gaps in skills, as the first step in preprogram activities. Determining specific behavioral issues in need of change helps to pin point areas for general growth. The range of developmental opportunity is largely due to two levels of readiness. Those levels are individual readiness and organizational readiness. Individual readiness also has two components which are psychological and environmental. Motivation, willingness, and commitment are some examples of psychological readiness of an individual while resources and compatibility are example of external factors affecting a worker’s environmental readiness. The next step in the preprogram activities coaching process...
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