The Importance Of Coaching, Employee Satisfaction, And 360 Feedbacks

Employee engagement is today’s leadership priority. However, the catchphrase goes a long way back in the beginning of the 21st century. It has gained interest to this date, which can be credited to Gallup’s first version of the Q12 in the 1990s commonly termed as the Gallup Workplace Audit (Gallup Consulting, 2006). Subsequently, Gallup has continuously refined and expanded their Q12 for current business challenges. Furthermore, several literatures, surveys and evidence-based studies abound that exhibited positive results with employee engagement such as increased performance, safety, retention and profits among others.

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.

CapraTek’s LMS module topic will be on coaching. Coaching is an important part of leadership within a company. Coaching is a useful way of developing an individuals’ skills and abilities while boosting performance (Mindtools). Offering a coaching module will provide the management team guidance and assistance in leading their team; furthermore, this will enable managers to engage their team and help them build their human capital. The coaching module will focus on leading multiple generations, employee retention, gaining trust/credibility, leading multiple generations, and giving performance evaluations. For CapraTek’s coaching module, material will be presented using Microsoft Word and PowerPoint. The objectives for the coaching module include: 1. Decrease employee turnover by twenty percent within the next year. 2. Offer supportive and directive feedback to employees continuously.

The Coaching Initiative was created to empower our workforce with knowledge about their unique strengths and provide guidance on leveraging those strengths for success at work, home and in our communities.

Susan M. Heathfield a Human Resource expert states that “the goal of performance coaching is not to make the employee feel badly, or show how much Human Resource professional or supervisor knows. The goal of coaching is to work with the employee to solve performance problems and improve the work of the employee, the team, and the organization.

Coaches should create a variety of opportunities for every participant to improve their skills, receive positive experiences and enhance their development to reach their full potential by accomplishing short, medium and long term goals. Setting SMART goals and providing positive feedback will encourage and support individuals to identify their strengths and weaknesses and be able to recognise when areas need improving. This will then increase motivation, self-confidence and skill development.

Employees are the most useful resources in every organization. They are the people who propel the organization toward achieving its objectives and goals. Employees need to be treated like the most valuable assets in the organization. For the employees to be fully optimized and work toward achieving all the organizational goals, they need to be motivated and satisfied in whatever they do.

It becomes a popular byword not only in communities, but companies as well because they believed of the power of coaching to change lives and to obtain the desired goals they want. At present, supervisors and managers no longer criticize their subordinates, but they coach them to motivate them.

At this time, James would be considered an underperforming employee. However, Alex has seen James potential through working with him on a previous project. To help James realize his potential, Alex will need a well-executed coaching plan. Coaching is an ongoing, collaborative process. It involves observing, complimenting, and seeking opportunities for improvement. The first goal of coaching is to establish trust between the manager and subordinate (Southwell, 2015, Unit 7).

According to Brown and Rusnak (2010), “Coaching is about producing different and better results” (p. 15). That makes it appropriate for individuals and entire organizations across all market sectors (Brown & Rusnak, 2010, p. 15). Furthermore, coaches assist clients into having a deeper understanding of themselves or a particular concern (Brown & Rusnak, 2010). Coaches help clients develop an action plan and provide assistance in the process of moving forward with that plan (Brown & Rusnak, 2010) and that makes coaching more results-oriented.

Coaching is a powerful tool based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. Coaching targets high performance and improvement at work and usually focuses on specific skills and goals, although it may also have an impact on an individual’s personal attributes. I have outlined a brief description of 2 coaching models GROW and OSCAR in Appendix 1.

having trained staff with the correct skills to undertake the coaching programme. If senior management are reluctant to buy in, then the benefits of coaching needs to be explained together with the positive impact it will have on the

The use of 360-degree feedback alongside coaching has become one of the fastest growing options within global companies (Thach, 2002, p. 205). According to Kilburg, executive coaching is:

In general, the word ‘coaching’ is used often in daily life. In consulting, coaching refers to providing ongoing leadership in which an individual, group, or organization receives assistance with the purpose of increasing skill levels and facilitating change. It is a type of practice in which the consultant supports their clients through a process for achieving their personal or professional goals. The consultant trains and orients employees to the realities of the work place and helps the employee in removing the barrier in his work for optimum performance. In simple terms, coaching is“The art of facilitating the performance, learning and development of another.” The purpose of this paper is to examine three different types of coaching including individual coaching, group coaching, and organizational consulting.

NCCI’s commitment to coaching supports its new employee evaluation program by using extensive meetings throughout the year for evaluations and individual coaching sessions for their employees. In the two years since it was implemented, the process has proved its worth (Ivancevicj & Duening, 2006, p. 294). Turnover is decreasing and employee performance has improved since the program was started for the company. Coaching helps sell the evaluation system to employees because the guidance makes it easier for workers to achieve the performance improvements that result in salary raises and bonuses (Ivancevicj & Duening, 2006, p. 294). The more commitment a company shows for their employees to succeed, the better the attitudes and performance will be for the staff. This is also in combination with feedback. Employees are striving for success and they are receiving the feedback they need to become a stronger performer in their job role. Coaching promotes creativity, breakthrough performance and resilience, giving organizations a competitive edge and an effective way to flow and operate within an environment of continuous change (“Why coaching in the workplace?,” 2012). Coaching can be used for many organizations in need of performance improvement in a company.