Sports coaching

            Question 1

            Action learning can be described as a method of solving real issues which involve developing and implementing actions as well as reflecting upon the expected results and generated results.  This helps in improving the issue solving procedure and the developed solutions by the particular team (Hemmings, & Holder, 2009).  The procedure of action learning involves  the actual issue that is important, complex and usually critical,  a diverged team that is developed to solve  the issue,  a procedure that generated, inquiry,  curiosity as well as reflection,  necessitate  that requires the conversation of a talk  into the actual action and the ultimate solution and a learning commitment.

             In major circumstances, a coach is involved as he is fully responsible for facilitating and promoting general learning and encouraging the set of the team to become self-managing.  Action learning works based on the philosophy of learning and doing at the same period.  The action learning procedure requires a team to utilize an important challenge in business as an influence for learning intentionally which then leads to unexpected and accidental learning.  The theory of learning action is mainly centered on developing business and organizational skills in solving organizational or team’s issues (Hemmings, & Holder, 2009).  Additionally, the acquired learning achieved through critical, complex and urgent issues which hold on current solutions can thus be utilized and applied by teams, individuals and organizations in distinct situations.

            Learning action can be utilized in consultancy function within a sport in the provision of distinct forms of developing thoughts as well as working within a particular context (Hemmings, & Holder, 2009).  This is by promoting the importance of understanding an issue and developing solutions. This is can thus be achieved by the utilization of knowledge in generating greater work collaboration as well as delivering good performance.  In an ongoing sports consultancy, learning action may help to assess cognitive and physical strengths and weakness of each individual in the team.  This helps in establishing where the  team stands based on cognitive and physical capabilities,  what  they need to perform in order to  develop their  mental strategy in should and things to eliminate (Hemmings, & Holder, 2009). 

            Additionally learning action would ensure that the consultancy works towards enabling individuals in developing better relationships among themselves. This is mainly because in developing appropriate solutions to the existing challenges solid relationships while working are highly required which important individuals to offer support.  Moreover learning action would help the sports consultant in understanding individuals learning needs, skills, styles and how their communication can be developed.  Therefore learning action would help an ongoing consultancy in developing mental readiness. This is therefore achieved through the generated motivation within the team as the consultancy process works to ensure that a learning understanding is developed (Hemmings, & Holder, 2009).

            Question 2

            Self-awareness helps in improving and developing individual’s power for judgment as it helps individuals in establishing opportunities for professional improvement and individual growth.  Individuals do not normally transform their needs, personalities as well as values based on the things we acquire about ourselves (Hemmings, & Holder, 2009).  However, self-awareness may assist in establishing situations where thriving can be achieved thus avoiding events that may generate stress.  This, therefore, implies that self-awareness, as well as the awareness of other individuals, helps in changing the psychological needs of which drives individual behaviors.

            Additionally self and the awareness of others helps in reducing the occurrences of conflict.  While working conflict cannot be avoided as it is part of individual’s interaction impacts. Conflicts occur because individuals hold different aims as well as requirements which may often clash.  The existence of conflict is a good thing as long as it is solved effectively (Hemmings, & Holder, 2009).  Awareness creation helps in increasing individuals understanding, creates better cohesion in a group, improves self-knowledge and reduces the occurrences of conflict.  The process of conflict resolutions helps in the development of knowledge as it provides individuals with the insight of achieving goals without undermining ideas developed by others.  This helps in the development of better mutual respect as effective issues solving help in renewing faith thus developing the capability of working as a team.  Challenges and conflict pressures individuals to examine their aims as well as expectations closely, assisting them in gaining a greater understanding of things which are most significant (Hemmings, & Holder, 2009).  This, therefore, helps in sharpening individuals focus as well as enhancing individual’s effectiveness.

            Question 3

            A competitive knowledge window aims at capitalizing on the efforts of identification of knowledge gaps in order to supplement the results of the process through an analysis procedure as well as the process of transportation (Hemmings, & Holder, 2009).  This helps in the provision of knowledge in the provision of fresh knowledge. This is an insight process of management which assists in generating adequate knowledge.  A competitive window of knowledge is useful in demonstrating the significance of the ability to utilize concepts that are developed from wider sections of psychology which assist in developing performance. This helps in sections such as shared making of decisions as well as collective identity.  This, therefore, helps in ensuring the mindset of individuals which is created explicitly.  The activity helps in building a foundation for learning in a competition as individuals learns to take ownership of the effective thoughts development tool that is simplified and effective (Hemmings, & Holder, 2009). 

            A newly formed team would benefit more from the performance needs and the performance strategies will be developed from the initial stage. This is unlike an established group as it holds developed goals with planned directions to achieve the goals (Hemmings, & Holder, 2009).  This would thus be challenging to change the strategies that the established group utilizes.  Additionally changing the thinking f individuals who have a working approach would not be an easy task.  A fresh team would be easy to influence as competition has not yet been established as well as individuals capabilities have not been exploited fully.  A competitive window of knowledge would, therefore, ensure that the fresh team individuals are trained based on the competitive strategy. This involves the provision of knowledge as well as training.  In developing cognitive capabilities of individual’s people holds better understanding (Hemmings, & Holder, 2009).   This helps in developing understanding, better and competitive relationships as well as knowledge development.  Better relations for a freshly formed team would work to ensure that the occurrence of conflict is reduced. This is because the developed understanding will help in ensuring that better relations are maintained.  A fresh team holds more possibility of appreciating the impacts of better understanding within themselves than an established one.

            Question 4

            Bettering athletes, as well as caches, does not necessarily imply that training must be achieved in a hard way.  This mean that the entire component that makes an effective and efficient coach and athlete are addressed both physically and mentally (Hemmings, & Holder, 2009).   Psychologists can help coaches and athletes in personalizing activities in bettering performance. This is mainly because individuals cannot get involved in competition when their heads are empty.  Mental skills, conditioning and training programs must therefore be involved in this process. This helps in enabling and developing strategies that will help in preparing to get into a competition with an appropriate and adequate set of mind.  Psychologists should, therefore, focus on transforming the thinking of individuals towards the general performance as well as competition. This can thus be achieved through changing individual’s expectation and judgment towards others (Hemmings, & Holder, 2009).

            Psychologists can help coaches in understanding the various modes that can be utilized in assessing individual capabilities.   This is by determining the psychological traits and skills that each athlete holds which can thus be utilized in developing better physical performance (Hemmings, & Holder, 2009).  This is mainly because most of the coaches are mainly focused on physical skills thus forgetting that mental skills are additionally important in developing performance.  This, therefore, makes it crucial in integrating both cognitive and physical performance aspect.  Nonperformance is normally attributed by athletes and coaches to the mental performance aspect such as the failure to focus and the inability to hold a competition.  However, the negative impacts are mainly associated with inadequate psychological preparation approaches (Hemmings, & Holder, 2009).  Psychologists can thus help in setting individual mindset as when a coach or an athlete loses motivation the transformation is mainly generated by mental and emotional aspects.  Psychological regulation fluctuation can assist in preventing and developing skills of cognitive.  This additionally helps in developing strategies which help in managing stress, anxiety, negative thinking as well as emotions.  In other words, this means that the psychologists should work to help the coaches and athletes in developing the capability of coping with negative incentives within the team and also from the real world (Hemmings, & Holder, 2009).

            Question 5

            Several mental skills are necessarily for psychologists who work within influential teams.  The psychologist should hold the capability of setting relevant goals for his clients that are based on their abilities, the capability to develop solutions based on the clients weaknesses, utilize both visual and imagery in working on the gaining skills, focus attention and concentration, develop strategies in managing stress and well as hold greater capability in building individuals self-confidence (Hemmings, & Holder, 2009).

Self-confidence can be described as the realistic expectations that individuals holding in regard to achieving success. This is therefore not the actual goals that the athletes and coaches hope to attain but it is a rather realistic expectation of what requires being accomplished. The psychologist must, therefore, be able to encourage beneficial self-talks (Hemmings, & Holder, 2009).  The psychologist is expected to deemphasize impacts as well as help individual players and coaches to focus primarily on improvements of excellence and performance.  In fostering self-confidence, the psychologist should focus on setting positive examples.  This is by helping individuals to develop their competencies and skills through the utilization of frequent statements that are rewarding.   Despite the ranges of drawbacks, the psychologists should work to ensure negative thoughts as we’ll as low expectations are eliminated. This is by encouraging coaches and athletes to maintain higher prospects and positive thinking which result in reduced pressure and issues thus increasing performance (Hemmings, & Holder, 2009).  The psychologists should, therefore, be creative and develop solutions to every situation created in order to achieve the developed objectives.  Additionally, he should be able to develop goals that are measurable and realistic and they should be flexible to permit changes and skills development.

 

 

            Reference

Hemmings, B. J., & Holder, T. P. (2009). Applied sport psychology: A case-based approach.