Managerial Coaching Is An Important Approach For Employee Development

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Organisational coaching is an important approach to employee development, therefore over the last few years, organisational coaching has received increased attention epitomised by a literature review of the popularity and application of coaching practices (Kampa-Kokesch and Anderson, 2001). Coaching has been identified as being “responsible for enhancing morale, motivating and increasing productivity reducing staff turnover as individuals feel valued and connected with their organisation” (Grimson, 2008). Coaching has most effective applicability in an organisational setting as it is necessary to facilitate learning and underpin organisational change. Organisational coaching has provided help for organisational productivity, and individual…show more content…
What is organisational coaching?
The multifaceted nature of organisational coach takes roots in various positions. An extensive literature review by Ellinger and Kim, (2014), show coaching falls under three main categories; executive, workplace and life coaching, with further complexity in defining what role is played in each of these categories. Due to the multifaceted nature of coaching, and the diverse understanding of what coaching is, it has led to a plethora of definition aiming to conceptualise the essence of what coaching represents.

Traditional Coaching/ Background of coaching
During the 1960’s coaching in an organisational setting relied on the principle of “Traditional Leadership coaching”. Traditional leadership theory constituted of; Firstly, the trait approach – such as the ‘great man’ theory’ which emphasise personal characteristics of leaders. This approach is based on the theory that leaders are ‘born’ not ‘made’ perpetuated by the thinking that leadership is innate not acquired. Early research (Mann, 1959; Stogdill, 1948) investigated the relationship between personality and leadership, however, they reported little supporting evidence. Research into this area continues. A larger meta-analysis by Judge et al, (2002) found the big five personality scale significantly correlated with leadership emergencies. However, one of the critiques of this
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