Management Assignment Paper: Use Of Coaching At Workplace

Use of Coaching at Workplace
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Use of Coaching at Workplace
Performance is useful in any organization which ensures productivity when employees have the relevant skills for quality improvement. To ensure, that employees have such relevant job oriented skills and abilities, managers normally strive to use coaching as a technique to achieve the goal of improvement of employee skills as well as when dealing with challenges in an enterprise. Coaching session normally has different forms such as a conversation that takes place between the coach and the employees with an aim of elevating the employee skills of solving problems among themselves. In addition, coaching is used as a tool for correcting management hitches as well as a positive approach for employees to collectively explore the goals and ambitions with an aim of achieving such ambitions. It is not necessary for managers to train as coaches since they have the necessary skills to and approaches that they can use to help in the improvement of employee skills and abilities. Thus, coaching is the best way of ensuring that people develop or improve their skills and abilities to achieve their expectations after clearly understanding the reasons to do so.
Evolution of Coaching
Coaching as an aspect of management has been evolving in the workplace and is one of the activities in management that is ever dynamic. Its evolution is essential for the accommodation of numerous changes and disruptions which encompass technology, competition at the market, the increased pace of change, globalization of the markets, the need for employees to increase their working speed besides being productive and smarter as well as becoming more efficient and effective (Stout-Rostron, 2014).
Coaching goes beyond the boundaries of dealing with only employees to corporate leaders such as managers, leaders and another executive who must engage others for the delivery of better results amidst numerous business challenges (Stout-Rostron, 2014). Therefore, coaching help leaders and managers solve challenges such as ways of managing transformational culture change, utilization of the proper ways of engaging employees to collectively participate in change implementation, solving creativity issues and innovation, the proper embrace of competition at the global level and how to ensuring the growth of a business. In addition, coaching ensure that managers successful deal with the challenges of leveraging and honoring the diversity at workplace, proper ways of developing talents to solve the business needs and the use of media platform for the benefit and growth of the business (Stout-Rostron, 2014).
In order to ensure that the above changes are solved, coaching as a technique has to transform the old models of leadership and command as well as the individual reward systems which do not conform to the current working environment. Therefore, competitive leaders and managers should learn the art of accommodating the informal influence and authority as well as comprehending strategies of building the organizational cultures that focus on the transfer of knowledge across the enterprise (Stout-Rostron, 2014). In addition, they should promote teamwork and collaboration, embrace employee engagement and stress on a culture of excellence and success. Thus, leaders in the current society should through coaching are able to recognize that better results are obtained through good network systems that work with the different levels of the organization, engagement of employees and embracing partnership with other stakeholders and proper utilization of key resources (Stout-Rostron, 2014).
Lastly, the coaching techniques have moved to the extent of expanding leadership techniques that embrace ensure that the managers and leaders are specialized at their levels and sight of play which leads to the achievement of strategic goals of the enterprise. Thus, they have to coach themselves as well as others, ensure they develop themselves and embrace the development of other team members (Stout-Rostron, 2014).
How to create a coaching culture in an enterprise
Managers and leaders of today develop their coaching skills to enhance employee performance and development as well as for the improvement of productivity. In order to ensure implementation of coaching the use of employees becomes critical. Therefore, employee involvement is the best key strategy for the creation of coaching culture in an enterprise (Seashore, Shawver, Thompson & Mattare, 2004). For example, enterprises that embrace change processes include people in all the organization levels to nurture high quality and thoughtful engagement of leaders who are ready to step up at the coaching roles. Thus such entities are able to successfully integrate coaching techniques in their cultures. Therefore, it is important for organizations to select a leader who is able to inspire the program initiative which is then aligned with the human resources and the available strategies for change that are supported by the whole organization (Seashore, et al., 2004).
Coaching usually provides a platform for feedback as well as a process for giving support to enhance a change of behavior. Therefore, the leaders who are selected to inspire coaching culture should implement a collective engagement technique to get feedback from the employees on necessary areas that need improvement. In addition, these leaders should ensure that they develop their competencies in coaching through increasing their own awareness of coaching, the benefits, and buying in concepts and processes. Secondly, they should educate themselves on coaching tools and concepts as well as identifying the relevant coaching styles, and embrace employee preferences and be ready to further develop their skills (Seashore, et al., 2004).
Technology and coaching
One of the benefits of coaching is for enhancement of speed for the adoption of skills and competencies and for the enhancement of sustainability for change. Therefore, coaching techniques should be multifaceted which involves the use of different styles and tools as well as new learning styles in organizations. The use of internet and video conferencing is currently embraced in coaching due to virtual management in many organizations that operate at the global level (Alstrup, 2000).
On a separate note, technology has resulted to numerous social media platforms that help to coach. The use of iPod and Podcasts with Tweeter among other social media encourages communication which improves learning at all times and at any place. Through the social media, triple impact coaching programs can be conducted. Therefore, reframing social media from self-promotional tactic to coaching, learning and teaching tactic is essential when one needs to meet many people in different locations (Alstrup, 2000).
Importance of coaching
In the current competitive business environment, quality and addition of values are the key factors to success. Coaching usually adds value to employees through the development of skills and competencies which are then translated to the improved value of an enterprise. Therefore, coaching is essential for the creation of an environment for innovation, motivation, and support for recognition as well as the creation of diversity and uniqueness. In addition, the performance of employees is normally improved through coaching which usually embraces positivity (Longenecker, 2010). On a separate note, coaching enhances team building and group performance due to enhanced motivation. Managers through coaching are also able to embrace awareness of diversity and leveraging (Longenecker, 2010).
Current and Future trends in Organization’s Coaching
In the recent past, most organizations experienced...