Professional Coaching

Last Updated: 28 Jan 2021
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The integration of adult development and learning is a representation of a new era of conceptualization and study. Consequently, development and learning revolve around the vortex of environmental adaptation which consistently changes, hence giving ample potential to an individual in several quantitative distinctive ways which then enables one to become rather prepared and tough enough for the challenges that may possibly arise in the years of progression and in employment—so to speak with the perception of realism.

The dynamic interaction between macro-level social change and micro-level individual change bears recognition why the need of constant development with regard to the individual in an organization is formidably a pre-requisite as a constituent and as a working member as well.

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Irrespective of future changes in the “battlefield” of humans, the more inclined with growth possibilities as well as with the reciprocal nature of development and learning in adulthood, the better that certain individual is able to intervene in the support of enhanced positive adaptations for the intrinsic and extrinsic demands of the societal changes that which as a matter of fact renders an immense influence in the person’s holistic character and role in the community (Hoare, 2006).

Synthesis The idea of getting one’s self equipped with the flying colors of adult development does not only tackle on the perception of “literacy” but within the orbiting factor of “competence. ” Undeniably, for individuals who are vested with the “responsibility” of the whole organization is but an asset to the individual’s own consumption and sense of character.

Given the fact that adult development is emerging as a particularly powerful factor in explaining professional competence, the expertise and the practice will indulge into an inter-related verity of advantage for the organization to be able to meet the established goals and standards laid on the table of “hopes” for the success and the attainment of proficient organizational forecasting methods set beforehand.

Nevertheless, the power of developmental learning lies in the pervasiveness of “higher” change thus establishing a professional mental framework for the organization in a cross-situational, cross-domain impact. For such reason, it points out the idea that it is crossing beyond the domains of emotions, morality, humor, intimacy, spirituality and of course—work. In the light, if development has such power, then developmental learning becomes a goal for professional education and training—a positive feature for any kind of organization.

Application Given with the aforementioned perceptions on adult development, it shall serve of great help in executive coaching in the broadest sense of “the individual factor” itself. Come to think of an organization with a manager armed with the essentialities of ‘development’—leading its constituents in the most intellectual yet efficient way—it will harmoniously provide an effective state of ‘leading’ for the reason that the manager, being the ‘head’ of the organization is being able to run its members “professionally” and “rationally.

” With all these in mind, the attainment of the established goals and standards of the organization will be easier to achieve and impose. There will be a harmonious collaboration of ideas from both the leader and its members. Conflicts will most likely be minimized, and the connection between parties will be enhanced into a whole new dimension of cooperation—all aims focused on the success of the organization.

Moreover, there will be higher education curricula, workplace training, government programs, foundation initiatives and even the choice of the individuals will surface on clear waters. References: Hoare, C. H. (2006). Handbook of Adult Development and Learning. New York: New York Oxford University Press (US). Manville, B. , & Ober, J. (2003). A Company of Citizens. New York: Harvard Business School Press. Stober, D. R. , & Grant, A. M. (2006). Evidence Based Coaching Handbook: Putting Best Practices to Work for Your Clients. New York: Wiley.

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Professional Coaching. (2016, Jul 25). Retrieved from

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