Managing And Coaching For The Organization

One definition of coaching is “Coaching is unlocking a person’s potential to maximize their own performance.” (Coaching for performance, Sir John Whitmore 1992). Or to expand on this; Simply defined, coaching is one person guiding another through a process, leading to performance enhancement. The applications can vary, support to achieve a specific project, helping an individual to do better what they already do well, or developing a skill they don't yet possess.

Coaching is a useful way to develop people’s skills and abilities, and of boosting performance. It can also help deal with issues and challenges before they become major problems. Coaching typically begins with a personal interview with the employee to assess the situation, review current opportunities and challenges. After the interview, priorities for action are established along with specific desired outcomes. Individuals may also be asked to complete specific action items in a certain period of time that support the achievement of desired goals. Resources may also be provided such as articles, checklists and assessments.

The use of coaching by individuals and organizations has increased rapidly in last decade. As role of coaching is growing over the time, so has the need to find ways of assuring quality of the coaching services being provided. Coaching supervision is an essential part for continuous professional development of coaches. It’s the essential link between theory and coaching practice, the main source of assuring quality, to mitigate the risks may inherent in coaching. It can also help to increase the return on an investment in coaching and to provide evidence of that return.

L. D. is bullish on the need for Executive Coaches. “Especially with how businesses are changing, there is a critical need for coaches. Companies tend to have the technical part of the job handled, but they don’t have the people part down” (Brami Interview with L. D. Bennett, Executive Coach

The definition of executive coaching will vary slightly from the HBR to Wikipedia…depending upon the depth of the thesaurus used. Executive coaching boils down to a contractual, personal bond between a professional coach and an executive or manager to design, create, master, refine, or redefine, the executive’s leadership style, goals, and objectives. Even though the coaching is executed in a one-to-one process, corporations are reaping the profits of having well adjusted, proactive, productive, and healthy executives.

Stout-Rostron, Van Renburg, & Sampaio (2014, p. 238 ) argue that today’s organizations are procuring coaching services today are well informed about the business coaching process and the value of coaching for their executives and their business overall. Organizations are requesting three major

Executive coaching entails helping executives who has a negative impact on relationships with co-workers, subordinates, and clients. Feldman (2009) executive coaching focus on not the “executive dreams, goals, interest, passions, and unique characteristics, but what the Board and Advisory Committees perceive is best from their perspective” (p. 152).

Coaching is an exceptionally perplexing and requesting calling. It requires many specialized and individual skills. All coaches have their own style of educating. There is no set in stone system for instructing. All things considered, the coach’s philosophy decides his coaching points and targets, while having competitors and its encompassing surroundings.

Coaching is the art of facilitating another person’s learning, development and performance. Through coaching people are able to find their own solutions, develop their own skills and change their own behaviors and attitudes.

The role of a coach is someone who can encourage, develop and introduce changes in a person’s ability. The responsibilities of an effective workplace coach is to support the coachee throughout the coaching program, they should be able to identify the needs of the coachee, give guidance when necessary, set achievable targets and ensure that any time scales that have been agreed are realistic. Furthermore, the coach should be able to lead by example and be fair in they approach and have the ability to be a good listener. The coach should always encourage the coachee to come up with they own solutions and they must be fair and honest with the coachee.

Coaching is defined as "enabling another's success and progress by helping them achieve desired growth." Coaching involves creating a trusting two-way partnership that helps an individual achieve their targets.

A coaching culture exists in an organization when a coaching approach is a key aspect of how the leaders, managers, and staff engage and develop all of their employees and stakeholders. Together the culture can increase individual, team, and organizational performance and shared value for all stakeholders. Although coaching often refers to a way to correct specific performance concerns in the workforce as part of training initiatives, it also has a broader meaning in the

Coaching at work, just like coaching a sports team, involves the ability to improve job performance of employees. It is an active involvement of teaching and guiding so that employees strive for optimal performance. The “coaching process” involves making clear, the duties and expectations of the job, explaining the relationship between his or her job and the overall operation, creating a positive atmosphere by giving positive reinforcement, allowing the employee to perform their job, monitoring their progress and using constructive criticism to make adjustments.

This book is mainly talking about coaching, its definition and principles and a big focus on the relation between coaching and leadership, stressing out, with case studies and proofs from the author’s own experience and others experience, on the importance of this concept. John Whitmore wrote the first edition of this book in 1992, with the intention of setting the ground rules of coaching as it was a new field and he wanted everyone who was about to step in this area to have the basic knowledge needed for Coaching, as there were merely any books regarding this topic then. I would recommend that you would have some sort of basic knowledge about coaching and was engaged in any sort of training regarding this area before reading this book, as this will give you more insight about the author’s ideas, examples, case studies, terms and expressions.

Workplace coaching is a term that refers to the process of equipping people in the working environment with necessary tools, opportunities, and knowledge for total development in order to enhance their effectiveness from an individual, organizational, and work perspective. Workplace coaching has emerged as a major concept in modern organizations since leaders, researchers, and organizations have identified it as a crucial competency in leadership and management (Cacioppe, n.d.). The increase in this practice has also been attributed to the fact that employees continue to request for coaching. As an important competency in leadership and management, workplace coaching has assumed different perspectives and approaches because of the existence of various coaching models such as Systemic Psychodynamic Coaching model.