Guidelines for Coaching
用英文介绍象棋俱乐部规则的作文
用英文介绍象棋俱乐部规则的作文Chess Club Rules and RegulationsChess is a timeless game that has captivated the minds of people around the world for centuries. It is a game of strategy, intellect, and discipline, where two players engage in a battle of wits to outmaneuver their opponent and emerge victorious. For those who share a passion for this ancient game, joining a chess club can be a rewarding and enriching experience.At our chess club, we have established a set of rules and regulations that ensure a fair and enjoyable playing environment for all our members. These guidelines are designed to promote sportsmanship, respect, and a love for the game.Membership and EligibilityTo become a member of our chess club, individuals must be at least 8 years of age and possess a genuine interest in the game of chess. Membership applications are reviewed and approved by the club's executive committee, and all members are expected to abide by the club's rules and regulations.Club Meetings and EventsOur chess club meets regularly, typically once a week, on Saturdays from 2 PM to 6 PM. During these meetings, members can engage in friendly matches, participate in chess-related workshops and seminars, and interact with fellow enthusiasts. In addition to the weekly meetings, the club also organizes various tournaments and special events throughout the year, providing members with opportunities to showcase their skills and compete against players of different skill levels.Equipment and EtiquetteAll members are expected to treat the club's chess sets and equipment with care and respect. Players are responsible for ensuring that the pieces and boards are returned to their designated storage areas after each game. Proper etiquette is also expected during matches, including refraining from distracting behavior, maintaining a quiet and focused environment, and demonstrating good sportsmanship towards opponents.Code of ConductOur chess club has a strict code of conduct that all members must adhere to. Unacceptable behavior, such as verbal or physical abuse, cheating, or any form of unsportsmanlike conduct, will not be tolerated. Members who violate the code of conduct may face disciplinary action, including temporary suspension or permanentexpulsion from the club.Ratings and TournamentsThe club maintains an internal rating system that tracks the performance and progress of its members. Players are encouraged to participate in regularly scheduled tournaments, where they can compete against opponents of similar skill levels and work towards improving their ratings. The club's tournament schedule is communicated to all members in advance, and participation is voluntary but highly recommended.Coaching and InstructionFor members who seek to enhance their chess skills, the club offers coaching and instruction services. Experienced chess masters and coaches are available to provide one-on-one lessons, group workshops, and strategic guidance to help players of all levels develop their game. Members can sign up for these services at a nominal fee, which helps support the club's ongoing activities and initiatives.Community Outreach and PartnershipsIn addition to serving its members, our chess club is also committed to promoting the game of chess within the local community. We regularly organize chess-themed events, such as public demonstrations, school visits, and community tournaments, toengage with the broader public and share our passion for the game. The club also maintains partnerships with other chess organizations and clubs, allowing our members to participate in regional and national events and competitions.ConclusionBy joining our chess club, members not only have the opportunity to engage in the timeless game of chess but also become part of a vibrant community of enthusiasts. Through our commitment to fair play, sportsmanship, and continuous learning, we strive to create an environment where chess can be enjoyed, celebrated, and passed on to future generations. We welcome all chess enthusiasts to join us on this exciting journey of strategy, camaraderie, and intellectual fulfillment.。
怎么样去当教练英语作文
怎么样去当教练英语作文How to Become a Coach。
Coaching is a rewarding and fulfilling career that allows you to help others achieve their goals and reach their full potential. If you are interested in becoming a coach, there are several steps you can take to get started.1. Determine your coaching niche。
The first step in becoming a coach is to determine your coaching niche. What area of expertise do you have? What type of coaching do you want to specialize in? Some common coaching niches include life coaching, career coaching, health coaching, and business coaching.2. Get certified。
While certification is not required to become a coach, it can help you establish credibility and gain the skillsand knowledge needed to be an effective coach. There are several organizations that offer coaching certification programs, including the International Coach Federation and the Coach Training Alliance.3. Build your coaching skills。
完整的员工管理制度英文
1. IntroductionThe Employee Management Policy aims to establish a comprehensive set of guidelines and rules for the management of employees within the organization. It outlines the principles, responsibilities, and expectations for both management and employees, ensuring a harmonious and productive work environment.2. ObjectivesThe objectives of this policy are as follows:a. To provide a clear framework for the management and development of employees.b. To foster a positive and respectful work environment.c. To ensure compliance with legal and regulatory requirements.d. To promote employee well-being, engagement, and retention.e. To encourage continuous improvement and innovation.3. Responsibilities3.1 Management Responsibilitiesa. Provide clear and fair leadership.b. Ensure that employees receive appropriate training and development opportunities.c. Maintain open communication channels with employees.d. Address and resolve any conflicts or issues promptly.e. Promote a diverse and inclusive work environment.f. Ensure compliance with the organization's policies and procedures.3.2 Employee Responsibilitiesa. Adhere to the organization's policies and procedures.b. Maintain a professional and respectful demeanor towards colleagues.c. Complete assigned tasks and projects to the best of their ability.d. Participate in training and development opportunities.e. Communicate effectively with management and colleagues.f. Report any concerns or issues to management promptly.4. Recruitment and Selection4.1 The organization shall recruit and select employees based on their qualifications, skills, and competencies required for the position.4.2 The recruitment process shall be fair, transparent, and non-discriminatory.4.3 The organization shall conduct background checks and reference checks for all potential employees.5. Training and Development5.1 The organization shall provide training and development opportunities to enhance employees' skills and competencies.5.2 Employees shall be encouraged to participate in training programs relevant to their roles and career aspirations.5.3 The organization shall provide mentoring and coaching to support employees' professional growth.6. Performance Management6.1 The organization shall establish a performance management system to evaluate employee performance regularly.6.2 The performance evaluation process shall be objective, fair, and transparent.6.3 Employees shall receive feedback on their performance and be provided with opportunities for improvement.7. Compensation and Benefits7.1 The organization shall offer competitive compensation packages, including salary, bonuses, and benefits.7.2 The compensation and benefits shall be reviewed periodically to ensure they remain competitive.8. Work-Life Balance8.1 The organization shall promote a healthy work-life balance for employees.8.2 Employees shall be encouraged to take breaks and utilize their vacation time to maintain their well-being.8.3 The organization shall provide flexible working arrangements, where appropriate, to accommodate employees' personal needs.9. Health and Safety9.1 The organization shall ensure a safe and healthy work environment for all employees.9.2 Employees shall comply with all health and safety regulations and report any hazards or accidents promptly.10. Termination of Employment10.1 The organization shall follow a fair and transparent process for the termination of employment.10.2 Employees shall receive appropriate notice and support during the termination process.11. Confidentiality11.1 Employees shall maintain confidentiality of the organization's information, including customer data and trade secrets.12. Policy Review12.1 This policy shall be reviewed annually to ensure its effectiveness and relevance.13. ConclusionThis Employee Management Policy is designed to create a positive and productive work environment for all employees. By adhering to this policy, the organization aims to foster a culture of respect, integrity, and continuous improvement.。
英文游泳教练作文
英文游泳教练作文I have been working as a swimming coach for several years now and I absolutely love it. It's such a rewarding job to see my students progress and improve their swimming skills. Being a swimming coach requires a lot of patience and dedication, but it's all worth it when you see the smiles on their faces when they achieve their goals.One of the things I enjoy most about being a swimming coach is the opportunity to work with people of all ages and abilities. From young children who are just starting to learn how to swim, to adults who are looking to improve their technique, I get to meet and work with a wide range of individuals. Each person brings their own unique challenges and goals, which keeps my job interesting and exciting.When it comes to teaching swimming, I believe in taking a personalized approach. Every individual is different and has their own strengths and weaknesses. Some may benaturally talented swimmers, while others may struggle with certain aspects of the sport. As a coach, it's my job to identify these areas and tailor my teaching methods to suit each individual's needs. Whether it's focusing on stroke technique, building endurance, or overcoming fear of water, I strive to create a supportive and encouraging environment for my students to learn and grow.Safety is also a top priority in my coaching. Swimming can be a dangerous activity if not done properly, so I always make sure to emphasize the importance of following safety rules and guidelines. This includes teaching my students how to properly enter and exit the pool, how to float and tread water, and what to do in case of an emergency. By instilling these safety practices from the beginning, I hope to create a safe and enjoyable swimming experience for all of my students.In addition to teaching swimming skills, I also believe in promoting a positive mindset and fostering a love for the sport. Swimming can be physically demanding and challenging, but it's also a lot of fun. I try to create asupportive and inclusive atmosphere where my students feel comfortable and confident in their abilities. I encourage them to set goals for themselves and celebrate their achievements, no matter how small. By instilling a sense of joy and passion for swimming, I hope to inspire my students to continue swimming and lead a healthy, active lifestyle.Overall, being a swimming coach is a fulfilling and rewarding job. It allows me to share my love for swimming with others and help them achieve their goals. It's a job that requires patience, dedication, and a genuine passion for the sport. I feel lucky to be able to do what I love every day and make a positive impact on the lives of my students.。
motivation&leadship动机和领导
• Herzberg’s motivation-hygiene theory.
Contemporary Theories of Motivation
• the three needs McClelland proposed as being present in work settings.
Men desire more autonomy than do women. Women desire learning opportunities, flexible work schedules, and good interpersonal relations.
Flexible Work/Job schedules
Motivation and Leadership
What Is Motivation?
Motivation: the psychological feature that arouses an organism to action toward a desired goal; that which gives reason, purpose and direction to behavior . Organizational motivation:
• Opportunity to become a permanent employee • Opportunity for training • Equity in compensation and benefits
Motivating Low-Skilled, Minimum-Wage Employees
• Pay-for-performance
TheDifferenceBetweenCoachingMentoring
TheDifferenceBetweenCoachingMentoringThe Differences Between Coaching & Mentoring It's understandable that you might think mentoring and coaching are similar or even the same thing. But they're not. Both warrant consideration in the workplace. Here are five differentiators that we think are important.But be sure to download our FREE white paper that discusses the complete list of differences (all 25 of them!) between coaching and mentoring.Differentiator #1:Coaching is task oriented. The focus is on concrete issues, such as managing more effectively, speaking more articulately, and learning how to think strategically. This requires a content expert (coach) who is capable of teaching the coachee how to develop these skills.Mentoring is relationship oriented. It seeks to provide a safe environment where the mentoree shares whatever issues affect his or her professional and personal success. Although specific learning goals or competencies may be used as a basis for creating the relationship, its focus goes beyond these areas to include things, such as work/life balance, self-confidence, self-perception, and how the personal influences the professional.Differentiator #2:Coaching is short term. A coach can successfully be involved with a coachee for a short period of time, maybe even just a few sessions. The coaching lasts for as long as is needed, depending on the purpose of the coaching relationship.Mentoring is always long term. Mentoring, to be successful, requires time in which both partners can learn about one anotherand build a climate of trust that creates an environment in which the mentoree can feel secure in sharing the real issues that impact his or her success. Successful mentoring relationships last nine months to a year.Differentiator #3:Coaching is performance driven. The purpose of coaching is to improve the individual's performance on the job. This involves either enhancing current skills or acquiring new skills. Once the coachee successfully acquires the skills, the coach is no longer needed.Mentoring is development driven. Its purpose is to develop the individual not only for the current job, but also for the future. This distinction differentiates the role of the immediate manager and that of the mentor. It also reduces the possibility of creating conflict between the employee's manager and the mentor.Differentiator #4:Coaching does not require design. Coaching can be conducted almost immediately on any given topic. If a company seeks to provide coaching to a large group of individuals, then certainly an amount of design is involved in order to determine the competency area, expertise needed, and assessment tools used, but this does not necessarily require a long lead-time to actually implement the coaching program.Mentoring requires a design phase in order to determine the strategic purpose for mentoring, the focus areas of the relationship, the specific mentoring models, and the specific components that will guide the relationship, especially the matching process.Differentiator # 5:The coachee's immediate manager is a critical partner incoaching.She or he often provides the coach with feedback on areas in which his or her employee is in need of coaching. This coach uses this information to guide the coaching process In mentoring, the immediate manager is indirectly involved. Although she or he may offer suggestions to the employee on how to best use the mentoring experience or may provide a recommendation to the matching committee on what would constitute a good match, the manager has no link to the mentor and they do not communicate at all during the mentoring relationship. This helps maintain the mentoring relationship's integrity.When to consider coaching:•When a company is seeking todevelop its employees in specificcompetencies using performancemanagement tools and involving theimmediate manager•When a company has a number oftalented employees who are not meetingexpectations•When a company is introducing anew system or program•When a company has a small groupof individuals (5-8) in need of increasedcompetency in specific areas•When a leader or executive needsassistance in acquiring a new skill as anadditional responsibilityWhen to consider mentoring:•When a company is seeking todevelop its leaders or talent pool as partof succession planning•When a company seeks to develop itsdiverse employees to remove barriers thathinder their success•When a company seeks to morecompletely develop its employees in waysthat are additional to the acquisition ofspecific skills/competencies•When a company seeks to retain itsinternal expertise and experience residingin its baby boomer employees for futuregenerations•When a company wants to create aworkforce that balances the professionaland the personalRemember, download our FREE white paper on coaching vs. mentoring, which has the complete list.Want to receive helpful articles like this one, straight to your inbox? Join our email list by clicking on the newsletter sign-up box on the right.。
酒店房务总监工作岗位描述(中英文)
酒店房务总监工作岗位描述JOB TITLE:Director of Rooms / Rooms Division Manager职位：房务总监AREA/DEPARTMENT:Rooms Division/Front Office部门：房务部/前厅JOB BAND:3职务级别： 3HOTEL LEVEL:IV - V酒店级别：5REPORTS TO: Hotel Manager/ Resident Manager/ General Manager直属上级：酒店经理/驻店经理/总经理POSITIONS SUPERVISED: Front Office Manager/ Executive Housekeeper/ Spa Manager /Laundry Manager/Transportation/Public Area Department直接下属：前厅经理/行政管家/温泉中心/洗衣房经理/车队/公共区域部JOB SCOPE:Under the general guidance of the General Manager, or delegate,within the limits of established InterContinental Hotels Group andlocal hotel policies and procedures, oversees and directs all aspects ofFront Office, Housekeeping, Laundry operations and Recreation andHealth Club operations. Promotes the desired work culture aroundthe five core values of Trust, Integrity, Respect, One Team andService of the InterContinental Hotels Group and the brand ethos. 工作范围：服从总经理和其他行政委员的全面指示，遵守和执行洲际酒店集团和当地酒店的政策和程序。
北京市足协教练员注册流程
北京市足协教练员注册流程Registering as a coach with the Beijing Football Association involves a thorough process that requires careful attention to detail and adherence to specific guidelines. 作为一名足协教练员，需要经过一系列的注册流程，这个过程需要仔细注意细节并遵守特定的规定。
To begin the registration process, potential coaches must first gather all necessary documents and information required by the Beijing Football Association. These may include proof of coaching credentials, identification documents, and a current CV highlighting relevant experience in the field. 开始注册流程，潜在的教练员必须首先收集北京足协所需的所有必要文件和信息。
这些文件可能包括教练证书、身份证明文件以及一份突出相关领域经验的最新简历。
Once all required documents are in order, coaches can then proceed to submit their application to the Beijing Football Association for review and approval. This step is crucial in ensuring that all necessary information is accurate and complete before moving forward in the registration process. 一旦所有必要文件就绪，教练员就可以将申请提交给北京足协进行审查和批准。
员工管理制度英语范文
员工管理制度英语范文Employee Management Policy1. IntroductionEffective employee management is crucial for any organization's success. This policy aims to establish guidelines and standards for managing employees in an efficient and fair manner. It outlines the principles, procedures, and processes to be followed to ensure a conducive work environment, enhance employee engagement, and foster a culture of respect and professionalism in the workplace. 2. ScopeThis policy applies to all employees, including full-time, part-time, and temporary staff, as well as contractors and consultants hired by the organization. It covers all aspects of employee management, including recruitment, onboarding, performance management, training and development, compensation, benefits, and employee relations.3. Recruitment and SelectionThe organization is committed to attracting and selecting the most competent candidates for available positions. Recruitment processes shall be fair, transparent, and non-discriminatory. Vacancies will be advertised widely, and selection criteria will be based on job-related qualifications and skills. Hiring decisions will be made based on merit, and all candidates will be treated with respect and dignity.4. OnboardingNew employees will be provided with a comprehensive orientationprogram to familiarize them with the organization's policies, procedures, and culture. They will receive necessary training, be introduced to key stakeholders, and have a clear understanding of their roles and responsibilities. Feedback and support will be provided to facilitate a smooth transition and integration into the organization.5. Performance ManagementAn effective performance management system will be implemented to assess and enhance employee performance. Clear performance goals and expectations will be communicated, and regular feedback and coaching sessions will be conducted. Appropriate training and development opportunities will be provided to help employees reach their full potential. Performance evaluations will be conducted periodically to identify strengths, areas for improvement, and to support career progression.6. Training and DevelopmentThe organization recognizes the importance of ongoing professional development and will support employees in acquiring new skills and knowledge. Training needs will be identified through performance evaluations, personal development plans, and feedback. A range of training programs, workshops, and seminars will be made available, both internally and externally. Employees will be encouraged to acquire new qualifications and certifications relevant to their roles.7. Compensation and BenefitsThe organization is committed to providing competitive compensation packages to attract and retain top talent. Salaries andbenefits will be set based on industry standards and local regulations. Employee performance, qualifications, and experience will also be taken into account. Benefits may include health insurance, retirement plans, paid time off, and other applicable allowances. Compensation and benefits shall be reviewed periodically to ensure alignment with market trends and organizational goals.8. Employee RelationsThe organization promotes an open and inclusive culture where employees can express their concerns, ideas, and suggestions freely. A grievance procedure will be established to address any employee complaints or disputes promptly and fairly. Regular communication channels, such as team meetings, suggestion boxes, and employee surveys, will be utilized to foster employee engagement. Confidentiality and impartiality will be maintained throughout the resolution process.9. Discipline and TerminationAll employees are expected to adhere to the organization's code of conduct and ethical standards. Any violation of these policies may result in disciplinary action, which will be administered fairly and consistently. The severity of the violation will determine the appropriate disciplinary measure, which may include verbal or written warnings, suspension, or termination. Termination may also occur due to poor performance, redundancy, or violation of legal requirements.10. ConclusionThis Employee Management Policy provides a comprehensiveframework for effectively managing employees within the organization. By adhering to the principles and procedures outlined in this policy, we aim to create an engaging work environment that fosters professional growth, respect, and fairness. Regular reviews and updates of this policy will be conducted to ensure its alignment with changing business needs and regulatory requirements.。
万豪ESSM5-1
Learning Objectives 学习目的
Coach associates to improve performance 指导员工改善工作表现 Praise associates to reinforce good performance 表扬员工以提倡好的工作表现 Provide constructive feedback to change performance 提供建设性的反馈以改善工作表现 Handle resistance to feedback 处理对反馈的抵触
Icebreaker
破冰活动
How to be a Successful Coach 如何成为一名成功的教练员
Coaching : to train intensively by instruction, demonstration practice, and feedback. feedback.
指导：通过发出指示， 指导：通过发出指示，观察操作以及提 供反馈来细致地给予培训。 供反馈来细致地给予培训。
Characteristics of an good coach 出色教练员具备的特点 出色教练员具备的特点
Expect the best from the trainee 期望学员学到最好 Recognize and reward positive efforts: celebrate success 认可并奖励积极的努力：庆祝成功 Model the desired behavior 以身作则 Give effective feedback: praising good performance and provபைடு நூலகம்ding feedback for improvement 给出有效的反馈：表 扬好的工作表现，提供反馈以利于改善 Listen actively; ask focused, open-ended questions open主动聆听；提问有重点的开放型问题
- 1、下载文档前请自行甄别文档内容的完整性，平台不提供额外的编辑、内容补充、找答案等附加服务。
- 2、"仅部分预览"的文档,不可在线预览部分如存在完整性等问题,可反馈申请退款(可完整预览的文档不适用该条件!)。
- 3、如文档侵犯您的权益，请联系客服反馈,我们会尽快为您处理(人工客服工作时间：9:00-18:30)。
“promoting excellence & ethics in coaching” Guidelines for Coaching in organisations Contents
1. Context 2
1.1 Definitions
1.2 When to use
2 Quality standards 5 2.1 Fit for the client’s purpose 2.2 Developing an effective Coach/Client relationship 2.3 How will quality be tested in this relationship? 2.4 Professional memberships and supervision 2.5 Experience, background, training & professional qualifications 2.6 Testimonials, references (evidence of success)
3 Contracting 6
3.1 Contract 3.2 Data Protection 3.3 Disciplinary procedures
4. Relationships and commitments 7
5. Organisational climate 11
6. Acknowledgements 11
7. Appendix - Coaching Evaluation Form 12
Guidelines for Coaching in Organisations 05/07/2004 ©Association for Coaching 1 “promoting excellence & ethics in coaching” Guidelines for coaching in organisations 1. Context Change is constant and inherent in all living and non-living systems and change today is becoming faster, deeper and more complex as environmental transformation increases pace. This is a particular challenge for organisations, which need to develop the capability to manage change in order to remain effective. Human change is at the core of what coaches do and they are well placed to support organisations in managing unprecedented levels of uncertainty.
1.1 Definitions: Our view here is of the external coach. These definitions also apply where the coach is internal to the organisation, however the nature of the relationship may be subtly different.
i. Coaching Coaching enables the client to be the best they can be in the areas they choose to focus on.
Typically the client meets with the coach in a 1:1 confidential partnership. The client chooses the focus of the conversation and the coach works with them by listening and contributing observations and questions to help them clarify their understanding of the situation and move them into action to progress towards their goals. (The client brings the content; the coach provides a process, which can apply in any context).
Coaching accelerates the clients’ progress by helping them to focus on where they want to go, become aware of blocks, attitudes and aptitudes that affect their choices and by supporting them in developing strategies to achieve their goals. Ownership of content and decisions remain with the client throughout.
There are a number of terms used in coaching and we seek to define them below: ii. Corporate coaching This variation of the coaching relationship can be likened to coaching a football team. The coach has the interests of the whole team at heart and is seeking to support the team to achieve its goals. For the team to achieve its goals, each of the players and other members must be aligned to the team goals, and their own goals must be in tune with them. The coach may work with individuals in the team to support them to achieve their goals and / or may work with the whole team to support it in achieving its goals.
The corporate coach has the corporate goals at heart and may work with individuals or teams within the organisation to support them in achieving the goals. Corporate coaches need to have an understanding of the operational dimensions of the organisation, although they will focus on the two elements of People and Leadership.
Guidelines for Coaching in Organisations 05/07/2004 ©Association for Coaching 2 Executive coaching is a subset of Corporate coaching and focuses on the executive. Executive coaching may be synonymous with Leadership coaching in that Executive coaching is typically with the more senior members or leaders of the organisation.
iii. Business coaching The difference between ‘corporate’ and ‘business’ coaching is the size of the organisation involved and also the type of support from the coach. Business coaching is typically 1:1 coaching with business owners or managers; the focus of the coaching is the success of the business, which is usually dependent on the performance of the business owner/manager. Typically the business coach will have experience in business and will take the role of a mentor, offering guidance and advice as well as using coaching skills to help the business owner/manager identify solutions.
Where the clients need specific expertise (eg Financial Management), the coach will help them to identify suitable sources of that expertise; in some cases the coach will have the required expertise and in this case can offer the knowledge and expertise as a consultant.