The Pros And Cons Of The Coaching/Mentoring Model

One of the weaknesses of this model is cited by Solomon & Tresman (1999) in which they suggest that one of the drawbacks of this model is that the Cascade model is more skill focused and on some occasions is it knowledge focused and doesn’t focus on the values of the profession. This research explains that the values of professionalism are lost because of the focus of on the knowledge and skills that have been learnt. But one of the main strengths of this model is that it supports a technical view of how to teach and skills and knowledge are the main focus of this model so this model has a specific goal the gives skills and knowledge are prioritised over the values of teaching. So this model is mainly used in teaching as it is the easiest and most cost effective form of CPD, but can be less effective than the other forms of CPD as this model relies on the accuracy and delivery of what they have learnt pass it onto their colleagues.

The Coaching/Mentoring model covers a variety of CPD practices and the reliance on a one to one relationship between
But in order for this model to be successful Rhodes and Beneicke (2002) say that the participants must have developed good communication skills to make this model effective. This means that the model would only work in a professional setting if there is a high level of communication for this model to be effective. This model would be most effective in the setting of professional coaching environment, as this would work with a new novice coach and allow them to develop more rapidly than just learning by doing sessions by themselves and evaluating their sessions with no help from an experienced